Skills Great Recruiters Must Have

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Recruitment is the process of attracting, interviewing, and hiring a candidate. As a recruiter, it’s your job to get the best talent through your company’s front door. Of course, It takes skill, practice, and intuition to become a great recruiter, but there are a few habits and traits you can adopt to help you become a better recruiter for your company.

Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do.

– Marc Bennioff, Founder, Chairman and co-CEO of Salesforce

Here are some essential skills for recruiting the best candidates:

Understanding the job market

The market moves at a fast pace, and while adaptation is essential, being one step ahead of the competition is important. New technologies are continually emerging, and clients’ and individuals’ objectives can shift from day to day. Learn to take an interest in the industry for which you’re recruiting and strive for a thorough understanding of it.

You will be subjected to several rejections and setbacks, which can easily lead to a loss of motivation. You may not be able to influence any of these circumstances in many cases, but you can always choose how you respond to them.

Critical thinking

Critical thinking is the ability to make decisions and solve problems based on logical reasoning and evidence while leaving out emotions to enable evaluation and improvement of one’s thought process.

Being able to think critically will help you evaluate key candidates for the organization. If you don’t know yourself and your abilities, you may struggle to recognize them in others. Knowing your ambitions, traits, and boundaries will help you outside of the office as well.

Communication and building relationships

As a recruiter, you spend the majority of your time reaching out and talking to people. It is critical that you can phrase everything you have to say in a kind but direct manner, while demonstrating genuine interest and intent to communicate. You must be willing and capable of actively listening to and remembering all critical aspects of the interviews you conduct.

Building trusted relationships makes good recruiters stand out, even when they’re rejecting candidates. Statistically, recruiters have to reject more candidates than they hire. The best do it gracefully, by transforming rejections into relationships. A post-interview rejection letter should be expected.

A good recruiter remembers small, positive details from their interactions with their rejected applicants and uses them to add a personal touch to their messages. They highlight candidates’ strengths and may even suggest other jobs for which they are qualified. They also keep in touch in case there are any future openings.

Recruiters can focus on developing genuine relationships in the following ways:

  • Maintain an active connection with past and potential candidates both online and offline.
  • Be available throughout the entire hiring process
  • Sending personalized mails for candidates.
  • To hire more effectively as a team, develop strong working connections with hiring managers.

Persuasion

At the end of the day, sales drive recruitment. You will need to sell positions and companies to candidates and the other way around. While presenting these opportunities, you will also be representing both the provider and the applicant, and you will need to mediate and argue on their behalf. It is also part of your job to point out unrealistic expectations; knowing the market standards as thoroughly as possible is essential.

Recruitment is marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.

– Matthew Jeffrey, Global head of sourcing and employment brand at SAP

Proactivity

Recruiters who add value to their organization do not simply wait for a job posting announcement to begin looking for candidates.

Instead of focusing solely on current open positions, consider your organization’s future hiring needs. Are some departments expanding? Are any leaders planning to step down soon? Begin building a strong talent network of prospective candidates who would excel in the roles that may become available based on your company’s expectations. As a result, you’ll be ready to source when the company decides to hire for that position.

Endurance and patience

Monotonous tasks, such as online job searches, can easily lead to early burnout. Sometimes the people you approach aren’t interested in the position you’re offering. It is also common for both candidates and clients to drag the conversation out for months before deciding to end it.

It’s annoying when your plans get messed up, but keeping your spirits up shall keep you going. Being impatient is one of the biggest bad traits to have in this field of work, so learn to be patient at all times and control your emotions when things get tough.

Tracking their work

Identifying the results of your efforts each day is the best way to improve your recruitment practices. Utilize analytical tools that help you understand your recruiting initiatives from a high-level perspective. 

Finally, becoming a great recruiter requires perseverance, strategy, and a strong desire to connect organizations with qualified candidates. You can begin aggressively honing your recruiting skills today if you have the will to succeed with the right tactics and tools.

SupportFinity is one of the top hiring platforms in the world now, it has a unique partnership programs for recruiters contact us at info@supportfinity.com to know more.

You can download the below PDF to know more about recruiters programs!

Was this blog useful? you can read more at SupportFinity’s blog.

Dalia Fawzy
WRITEN BY

Dalia Fawzy

Content Creator at Supportfinity. A technology enthusiast and knowledge passionate.

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