If a recruiter is good at what they do, they'll talk to a lot of people in a given week.
But some recruiters are better at building credibility with candidates, which further results in trust, transparency and most importantly - great information.
The #1 way recruiters can build creditability with great candidates is pretty simple:
Great recruiters always include an examination of whether the job is right for the candidate - AS A PART OF THE CONVERSATIONS THEY HAVE WITH THE CANDIDATE.
The intent and meaning behind proactively examining whether a proposed career move makes sense with the candidate is simple:
1--You don't want quick churn as a recruiter, so it make sense to the get the candidate's view of the opportunity, judging what they value most about job in question.
More importantly, here's what making the time to talk about career arc means to the candidate:
2--You're not a transactional recruiter looking to slam bodies into a company. You're looking for true fit.
3--You care enough about candidates that you don't want them to take a step back in what they're trying to accomplish.
Does building creditability with candidates in this way really matter? That depends on the type of talent you're trying to recruit. All recruiting is tough in a peak economic cycle, but recruiting entrenched candidates is difficult at best.
If you're looking to hire someone with a lot of options, building creditability as a recruiter could be the most important factor in them making a decision to move from their current company. You always have imperfect information when you make a career move, so having a recruiter helping you analyze whether a move makes sense is not only comforting, but a competitive advantage.
Of course, if you're recruiting candidates from the lowest of tiers, maybe building creditability doesn't matter to you.
Good luck with that.