Top 5 Traits of a Top-Notch Recruiter

To be a great recruiter requires creativity, optimism, resilience and hard work that will help you rise above average recruiters who too often just give up and perform that same tasks everyday with little results.

 

Great Recruiters are:

 

  1. Compassionate Trust-Builders

Often the first human contact a candidate has with an organisation is often the recruiter.  The recruiter must ensure all communications are warm, welcoming and encouraged. The recruiter must quickly establish trust by ensuring the line of communication is always open, honest and transparent. Whether a candidate has a concern or an expectation, they need to know their recruiter is the person to turn to.

To build that trust, recruiters must gain a genuine understanding of candidates’ and hiring managers’ needs. Take it one step further and make them believe you understand their needs. Even the most experienced candidate and hiring manager will encounter stress during the job search. Some hide it better than others, but most everyone searching for a job could benefit from an empathetic recruiter. Candidates will remember recruiters who are able to deliver a compassionate ear.

 

  1. Curious Learners

Mastery as a recruiter requires curiosity and inquisitiveness in learning new roles, new processes, new tools, your candidate’s needs or the intricacies of a complex offer. With new technology and artificial intelligence playing a greater role in candidate attraction and communication, it is essential a recruiter is able to adapt to the ever changing workforce culture.

Managing relationships is the name of the game. And, we’re talking about a broad spectrum of relationships with all types of people for various durations of time. Adding to the cast of characters in this multifaceted recruiter realm is the role of detective. Called ‘leaning into the last 10%,’ meaning that most candidates will only share 90% of the truth with a recruiter on any given call.  Why did they leave their last job? What salary are they looking for? What values matter most to them?  A good recruiter takes steps to delicately yet intentionally press into these truths. Knowing the last 10% of a candidate’s truth may come in handy when it comes time to sell your company over the competition. Your ability to assess and select the right people for the right job is quite literally the biggest component of your job. Get it right and the other skills will help make you great. Get it wrong and the other skills won’t even matter.

 

  1. Creative Case-studies

Intelligence is power and having all the information regarding an organisation, the role and staffing benefits will assure a candidate you have all the information to sell them the role. Artfully aligning the organisation’s story to a candidate’s interest is essential. Good recruiters take the initiative, asking around for case-studies to leverage during candidate conversations. They resist the urge to recycle tired talk tracks and instead challenge themselves to reinvent and uncover stories that make the role and their organisation shine. Selling your values is imperative. Every word that leaves your mouth potentially connects a candidate’s interest to your role and organisation.

 

  1. Resilient Overcomers

External factors often limit a recruiter’s control, resulting in obstacles and innumerable “no’s” from candidates and hiring managers. For this reason, recovering quickly from difficulty is fundamental as a recruiter. As a recruiter, you are providing experiences that leave a reverberating impact on the lives of candidates, hiring managers and cross-functional partners. Everything you do is being stitched together to create your legacy. What do you want to be known for?…. Resilience and patience are key.

 

  1. Organised Project Managers

Multiple moving parts require a recruiter to exude project-manager’s persistence. Knowing what is happening, when and who is involved and responsible for each part is vital to your success. The recruiter is able to articulate the details and milestones of the candidate hiring process at any point in time, without missing a beat to maintain the confidence of all stakeholders.

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