Solopreneuring and social media have brought about a new necessity for all the recruiters out there: a personal brand. Whether you're working for an agency or running one, or you're an independent recruiter, a personal brand gives you credibility and authority. With the power to wield as much credibility as an enterprise, personal branding comes with a lot of responsibilities as well. In this article, we'll discuss answers to all the frequently asked questions about personal branding for recruiters.
Establishing trust is the first step
As a recruiter, you're always working to gain the trust of brands and candidates. The best way to do this is to come across as both authoritative and empathetic. Harnessing the power of digital channels like social media, websites, and newsletters to help people know you better is precisely what building a personal brand looks like.
The purpose of a personal brand is more than just clout
Leads come to you
Your job as a recruiter becomes a lot easier once you've built a trustworthy brand for yourself. Now that you are more accessible to companies and candidates, you can generate a stable source of leads from both verticals. You can do what you're best at: matching profiles with the most suitable jobs.
There are no slow days
One of a recruiter's biggest worries comes when they have a couple of well-paying jobs but no candidates. An established personal brand can keep your profile funnel moving.
A tight-knit community of recruiters
Joining forces with fellow recruiters allows you to build your support network. There's regular knowledge and resource exchange when you're part of a community, and expanding your horizons becomes easier.
You get to decide your purpose
If you're passionate about supporting a marginalized community, you can shape your brand around this goal. Become a resource for community members that haven't had equal opportunities when navigating a skewed job market.
Head-hunting becomes easy
Use your brand authority to connect with top executives. When you engage with them on a personal level and earn their trust, it can save you time on the executive search. These highly sought-after individuals are more likely to respond to someone with a solid industry presence, rather than a lesser-known recruiter who only reaches out to them when there's an offer.
The secret sauce of the personal brand recipe
It might seem like there's way too much noise out there in the recruitment space, but being the loudest alone does not get clout. After all, a brand is how people perceive you at the end of the day, and not just what you say. Here are a few ideas to get your brand's voice right.
Stay consistent and informed
From websites and business cards to social media and email campaigns, keep all your communications aligned. This includes keeping the content and design consistent across different mediums. Try to establish your presence on every available channel, or at least stay active on the channels where you think your clients and candidates are.
Stay away from hot takes and drama
Remember your purpose, and avoid giving out opinions on things that do not align with it. Stay respectful and professional, and remember that this approach will positively impact your brand in the recruitment and staffing environment. Opinions are for all, but maybe your recruiter brand isn't the right place to speak on them.
Keep your community engaged
Today's employers are worried about quiet quitting and the effects of the Great Resignation. Meanwhile, employees are worried about mass layoffs. Candidates cannot seem to find out about relevant openings because of the sheer volume of posts. Take time to curate content that helps each party, and deliver it to them in the most digestible way possible. Newsletters, posts, blogs, emails, polls—do whatever it takes to keep them engaged.
Five best practices we've arrived at by observing top recruiters
Candidates benefit from resume reviews and interview prep. Try conducting free workshops for candidates on the job hunt!
Maintain a personal portfolio that reflects key indicators of your brand's performance. This could be a section on your website, an infographic pinned on your social media page, or any other easily accessible format.
Be straightforward about what you offer. Do you primarily source gig workers? Are you helping recent graduates get noticed by companies? Or, do you connect companies with industry experts? Convey your focus up front, and attract a community that needs your help.
Ask people in your community regularly about what would help them in terms of content and training. Then, take the steps to fulfill those needs. Schedule one-on-one calls, conduct webinars, send out newsletters, and make it easy for people to remember you.
Go beyond social media. Maintain a database of potential leads, candidates, and other recruiters that can help you. The more people there are in your database, the more successful you'll be.
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