Being the best is no easy task. It requires hard work and discipline. It doesn’t take long to realize how dedicated you have to be at your craft, in order to be the best at it. The world’s best recruiters know and understand this. To excel at their craft, they have learned to develop a set of habits, which define the set of skills that make them part artist and part scientist. These big cats carry with them a set of 12 notable habits that highlight the makeup that makes them great.

1. Driven By Vision

The greats are always driven by their vision to be the best. The best recruiters have a vision that compels them to succeed. And what is that vision? It’s the ability to transform recruiting strategies from vision into reality that sets the tone for top recruiters. They know how to implement recruiting strategies based on their ability to prioritize, communicate, and use technology.

2. Know How To Prioritize

Part of being the best is being able to decide what needs to be done, in what order and when. Moving from one point to another requires prioritizing. The best recruiters get work done, because they are doers that can move from A to B as quickly as possible. They are able to prioritize tasks through to-do lists that can take as little as ten or twelve minutes to put together, and save at least two hours from wasted time and effort.

3. Personalize Communication

The best recruiters can amplify communication between employers and candidates, simply through personalized communication. They speak in a language that’s frank and straight to the point, but also sincere and genuine. They know that if they can effectively communicate an employer’s brand to candidates, then 68 percent of them are likely to accept a lower salary if given a great impression.

4. Practice Makes Perfect 

When you’re the best, it’s because you never stop fine-tuning your craft. Top recruiters are always working to improve. They take the time to learn and get better by practicing what they have learned. It’s not uncommon to see recruiters spend at least three hours every day sourcing candidates. Getting better always takes time and effort. There may not be too many, if any, recruiters that don’t understand this.

5. The Trendy Type

The best can stay at the top of their game by applying forward HR thinking and trending strategies. They would see that 47 percent of Millennials admit to finding an employer’s online reputation on equal footing to the job being offered, as an opportunity to seize social HR recruiting, according to Spherion Staffing. Top recruiters are able to see what the year will bring them.

6. Tech-savvy 

There are over 300 million users on LinkedIn, which makes for a fairly large playing field. Besides the obvious fact that recruiters need to be engaging candidates through social networks, they need to know how to use technology to their advantage. There’s a large pool of talent out there, and finding it may require knowing to use an applicant tracking system or conducting online video interviews. Whatever the case, the best recruiters have no trouble with using technology to handle their business.

7. Use Social Media

You probably won’t find too many recruiters that don’t operate in social networks to find candidates. Today, about 91 percent of recruiters are using social media networks to recruit candidates. And why wouldn’t they? The user bases on Facebook, Twitter, and LinkedIn are huge. These networks create an opportunity to engage with candidates in real-time and establish connections.

8. Talent Community Builders

Social networks are great for establishing connections, but what good is this connection in the long-term if you can’t harness its true power? Great recruiters not only work to match candidates and employers together, but to establish long-term relationships with both sides to build trust, customer loyalty, and referrals. According to the CIPD/Hays Resourcing and Talent Planning survey, the ‘war for talent’ rose from 20 percent in 2009 to 62 percent in 2013. Building a talent community or pool is a much more effective way to play the game.

9. Super Effort Trackers

Nothing spells disaster like not knowing where your effort is best being spent. The best usually know why they are the best. Top recruiters learn in what aspects of their work they excel in by tracking metrics that can tell a story of their progress. In 2013, 40 percent of employees who started out in a new position left their jobs voluntarily after six months, based on data from the workforce insights arm of credit-reporting agency Equifax. Top recruiters work to minimize this percentage; it does not count as a win and reduces the chances of receiving a referral. Knowing information like this tells them when something’s wrong and needs fixing.

10. They Go The Distance

The best recruiters always give it everything they got from beginning to end. They go all in. Matching candidates and employers correctly means the candidate is more likely to stick around because they are engaged. Companies with engaged employees earn two and a half times more revenue than companies with low engagement levels. Not only does everyone win when this happens, but the best recruiters know this kind of pay-off drives personal business results that are worth going the distance for.

11. Build Reputation

A smart recruiter keeps it real with candidates and employers. They do so because this is who they are. The best recruiters use their engagement, customer satisfaction, and candidate referrals to build a reputation for themselves. Candidate referrals tend to experience greater job satisfaction and stay longer at companies: 46 percent over 1 year and 47 percent over 3 years. It doesn’t happen overnight, but the best recruiters can build a candidate referral pipeline that they are known for, and have earned by being upfront about the recruiting process.

12. Ready For The Next Task

It’s never all said and done with the best. There is always a chip on their shoulders. Great recruiters are ready for the next candidate placement task or emerging recruiting trends. They are not afraid of tomorrow, because they are well prepared for it. They are target-driven, due to their vision they have turned into reality through their recruiting efforts.

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