As a new recruiter beginning your career, knowing where to start can be overwhelming. Finding the right candidates, making sure they’re a good fit within your organization, and measuring the impact of your efforts is a challenge.

That’s why we’re turning to a few seasoned professionals for their best recruiting advice if you’re just entering the workforce. Here’s what they had to say:

What advice would you give to a new recruiter?

“Relax. Go slow to go fast. The game is simple, right person, right job, right time—everything else is cannon fodder. So, relax and focus on what is truly important.”
— William Tincup, President, recruiting publication

“Be open and, more importantly, be passionate. It’s no longer a cliché to say being a part of talent acquisition means being a part of a war for talent. If this is something you are interested in pursuing, consider why you are doing it. For me, I love being an advocate and mentor to students working to develop themselves. Be open to the possibilities that talent acquisition holds as it allows you to branch off into a number of areas in HR and the business.”
— Mark, Leader, Talent Projects & Programs, network infrastructure provider

“Listening to what your candidate is saying and communicating to you is key. Having an understanding of what they are truly looking for and what is important to them will help you best match them to an opportunity. It’s also important to understand that they’re making a big decision that may take time on both ends.”

— Kristy, Recruiter Team Lead, technology company

“Much of talent acquisition is about the art, but don’t underestimate the science of the industry—always find ways to measure your team’s impact.”
— Stacey, Director of Management Programs, corporate apparel company

“Embrace change.”
— Adam, Senior Vice President, Global Technology Solutions, global RPO

“That InMail/posting/conversation/screener will not get someone to take the job. Deciding to change your life and accept a job offer is a process and you can’t skip the steps. The purpose of the InMail is to get someone to pay attention to the posting. The purpose of the posting is to get someone to consider researching a company. The purpose of the research is to help someone see themselves in the role. And so on and so forth. You can’t sell the whole thing on the first conversation. You have to feed them the stuff that moves them one step at a time down the trail.”
— James, Consultant, employer branding agency

“Focus on relationship building—chatting with your colleagues and hiring managers should be viewed as part of the job, not a waste of time.”
— Lauren, Campus Recruiting Manager, global management consulting firm

“Make sure you’re taking the time to build rapport and get to know the candidate for who they are holistically as opposed to just how they fit the role you are trying to fill.”

— Sofie, Technical Recruiter, RPO

“Communication is so important on both the candidate and the client side. Even in situations where there might not be an update, send a quick not to check in and follow up anyway!”

— Keisha, Recruiter, technology company

Chime in on LinkedIn with your own advice!

“Creating long-lasting relationships with candidates is more important than selling the job.”

— Kenshata, Talent Acquisition Specialist, health insurance company

“Sharing interview feedback (whether it’s positive or negative) with candidates can greatly improve the overall candidate experience.”

— Natalie, Senior Recruiter, RPO

“Learn the details of how each unit in the business operates and interacts with other groups. You’ll get valuable insights into what types of candidates have the experiences and skills necessary to flourish in that particular environment. Also, be kind.”

— Jeff, VP of Recruitment Programs, RPO

“Keep a log about other employers in the areas where you recruit. Make notes about their culture and the kinds of talent they employ. Later, it will help you fish where the fish are.”

— Brandy, Global Culture People and Development Leader, technology company

“Spend time getting to know each candidate you speak to. Even if they aren’t right for that specific position, they might be perfect for one down the line. At a minimum, it’s helpful to build out your own network.”

— Sophie, Associate, consulting firm

“Always remember what it’s like being a candidate, no matter how much you grow and how stable your job is. If candidate experience is within your core, everything right will follow.”

— Ghada, Senior HR Generalist, investment management group