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What makes a good recruiter?

Saturday, December 06, 2014

Identifying the best recruiters for a positive hiring process

What makes a great recruiter?

Recruitment is an essential part of your company culture, particularly since recruiters are responsible for reviewing qualified candidates, determining who is the right fit for your company, and what overall top talent looks like for your business. Recruiters support the employer brand in finding job seekers that align with business needs as well as identifying the best candidates to represent the company on a regular basis.

Recruiters may also have a hand in many parts of the hiring process, including consulting with human resources, organizing the interview process (including the interview questions), and supporting the transition for new hires. When implemented well, recruiting efforts can pay off, delivering top candidates for job openings and supporting strategic hiring decisions.

Of all the skills required, recruiters need relationship building skills to ensure high-level talent acquisition as well as a vision for the overall recruitment process. Top recruiters excel at understanding people, career trajectory, and the fit with other team members. As a result, recruiters need a lot of diverse recruiting skills so they can successfully contribute to your company’s vision. This article will review some of the most important skills to seek in a recruiter for your business.

What skills should a recruiter have?

  • Confidence. Recruitment involves regular people interaction, whether at networking events, conferences, or meet and greets. In these contexts, it is important for recruiters to be able to approach any person in the room, grounded in what they want to share, and confident that the other person wants to learn more about what they have to say. Like salespeople, recruiters need to know what they are talking about so that their audience is clear about what is being offered. Marketing skills can support this drive for confidence as well.
  • Good communication skills. The ability to communicate well cannot be overstated. Recruiters must be masterful at advocating for the company they represent while also communicating what the employer brand is like and how the candidate could fit in with the company overall. Recruiters need to be concise when discussing job descriptions while making sure not to miss any important details. Candidates should feel like they have an established relationship with the recruiter they are working with and this is often built with good communication skills. More recently, recruiters need social media communication skills as well, as job ads are more frequently posted in these digital spaces.
  • Approachability and adaptability. Candidates and businesses need to feel like they can be open and honest with the recruiter they are working with. When a recruiter is approachable, others feel like they can be honest with them about their own processes. Approachability is built on open communication and transparency, and is built upon relationships over time. For adaptability, recruiters must understand that factors for businesses and potential candidates can change quickly. Processing these changes and finding the right solution is imperative.
  • The ability to be a good listener (while being able to ask the right questions). Listening skills are some of the most important processes of recruitment. Recruiters need to hear what businesses are looking for, and in discussions with candidates, explore if those factors are in alignment. Recruiters should be able to listen to what is being said as well as what is not being said. Without the ability to listen, a recruiter may miss some of the most essential aspects of the hiring process.
  • Goal-oriented and progress-driven. Working under pressure is a must for any recruiter. Because recruiters often work on a commission or bonus structure, it is essential that they can hit their identified goals or targets. Moreover, they must be masterful at implementing tracking systems that track milestones and metrics along the way. This will help recruiters stay on track and stay focused on supporting larger company visions.
  • Time management skills. With so many candidates, job openings, and staffing needs on a recruiters docket, it is essential that they understand how to manage their time. Meetings make up a lot of a recruiters day, and so managing meeting times with other types of work is very important. For example, recruiters also need to learn how to review resumes and look for qualities that stand out. If this can be done efficiently, recruiters will have more time in their day for other important tasks.
  • Patience. The recruitment process can sometimes take a long time. Recruiters should be able to balance their drive for targets with their human skills, such as patience. Patience can help a recruiter understand candidate experience and candidate needs that will help determine the next steps in recruitment.

How can I be a better recruiter?

Growing your skills as a recruiter is a long-term process as you build and grow in your own career development. Being a better recruiter involves understanding the core needs of your client, the candidate, and the overall hiring experience.

The key aspects of becoming a better recruiter include effectively using technology (such as the use of LinkedIn), building relationships every step of the way, connecting regularly with hiring managers, and keeping an open mind during the process. Recruiters need to be able to see the big picture at any time in the recruitment process. Lastly, it is important that recruiters represent their clients professionally, empathically, and always toward the vision of the company they represent.

Supporting organizational growth

Recruiting is vital for organizations to expand, develop, and become the companies they strive to be. When a recruiter achieves their goals, the company stands to benefit. Recruiting skills can be gained over time, and so it is important to start with the basics and focus on interpersonal skills. Once relationship management skills are mastered, then other parts of the process will begin to flourish as well. A successful recruiter will be able to build relationships, support companies, and find excellent matches for candidates and businesses.


Next steps

Are you ready to learn more about the recruitment process? Are you looking for additional support with your recruiting efforts?

Heartland is ready to help.

Heartland helps nearly 1,000,000 entrepreneurs make and move money, manage employees and engage customers with human-centered technology solutions that allow them to rise above the daily grind and lead their businesses into a brighter future. Learn more at heartland.us.