At SmartRecruiters, our recruiting team works hard every day to connect people with jobs they love and welcome fantastic new candidates.
We recently chatted with Joanna Pokorska (Interim, Senior Talent Acquisition & People Partner), and Mark Rowley (Talent Acquisition Manager), to get an inside look at their daily work, the skills they find essential, and how they ensure an outstanding candidate journey.
You can watch the full video to hear their insightful answers, or if you prefer to read, we've got the complete transcript right here for you!
Q: How does your typical day start as a recruiter? Do you have any specific rituals or routines?
Mark: I don't have super strict rituals, but I always start by checking my emails and messages to see if anything urgent came in overnight from candidates or hiring managers. Then, of course, I grab my coffee – that's definitely a must. After that, I check the current status of each candidate to see if any action is needed on my end. Then I usually dive into reviewing applications for roles I'm actively working on. For that, I often put on some focus music, instrumental stuff, you know, to really get into the zone. And here's a little secret: when a candidate finally accepts an offer and I get to hit that "hired" button, I actually have one specific celebration song I play in the background for that special moment. It's my little way of celebrating a win. It's all about getting organized and setting priorities for the day ahead.
Q: How do you structure your typical workday as a recruiter? What key tasks do you handle throughout the day?
Mark: It's a great question; I get asked this quite a lot. I think every day as a recruiter is different, but I try to maintain a rhythm that keeps me focused and responsive. So, I usually start my days early by reviewing any overnight emails or candidate updates. Time zones can be a big factor when working across regions. From there, I move into sourcing and outreach, which I treat as a focused block of time in the morning, typically when my energy is at its highest. Late mornings and afternoons are often filled with candidate interviews, stakeholder meetings, or hiring manager check-ins – again, time zone dependent. Towards the end of the day, I'll spend time reviewing candidate pipelines, updating the ATS, and reflecting on any blockers that might slow things down. I'll also spend time reviewing data, putting it aside, ready for reports later in the week or later in the month. The role is a constant balance between strategy and execution, and I've learned that after 20 years in recruitment, one of the most important things is to stay adaptable. So, I do try to do this whilst also being intentional with my time.
Q: How do you keep up with the latest trends and changes in the recruitment industry?
Joanna: Keeping up with recruitment trends is super important as things are always changing, as we all know. I mostly do this by following industry leaders and other recruiters on LinkedIn, where there is always a lot of discussion about new tools, strategies, and market changes. But honestly, one of the best sources for me actually is listening to the candidates themselves. They are often a fantastic source of what's really happening in the market, what other companies are doing, and what our current recruitment practices are out there. Their insights are invaluable. It's all about continuous learning, really, and making sure we are using the best and most effective methods to find great talent.
Q: What skills do you think are essential for a successful recruiter?
Mark: I know and I've met hundreds of recruiters, if not thousands, and they're all different and they all work differently. But I think across the board, successful recruiters combine a mix of people skills, commercial awareness, and adaptability, which I mentioned earlier. But at the center of it all, strong communication is essential – both listening, but also being able to articulate clearly. You need to be able to connect with people from all walks of life and understand what motivates them or what their needs are. Relationship building is also key. Recruitment isn't just about filling roles; it's about building long-term trust, whether you're working with hiring managers or guiding a candidate through a career move. Commercial understanding is often underestimated, but it's vital. The best recruiters understand the business goals behind a hire and how talent impacts growth, culture, and performance. And lastly, resilience and adaptability. Things move fast, priorities shift, and not everything goes to plan. A good recruiter keeps a cool head, adapts quickly, and stays solutions-focused at all times.
Q: How do you maintain a positive experience for candidates throughout the recruitment process?
Joanna: Maintaining a positive candidate experience is something I care a lot about. For me, it starts with clear and regular communication. I try to keep candidates updated every step of the way, even if just to say we are still reviewing applications, or we are waiting for feedback. Being honest and transparent about the process and timelines, I think, is key. I also focus on making every interaction friendly and professional, making sure candidates feel valued and respected. No matter the outcome, what's really important to me is that it's a two-way street. We need to want to hire the candidate, but just as much, the candidate needs to genuinely want to work with us. So, even if someone isn't the right fit this time, I want them to have a positive impression of SmartRecruiters because we never know, we can meet each other in the very near future.
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