How do some recruiters manage to continuously attract and retain top players? What qualities does it take to achieve hiring goals, month after month? Is there a workshop or a success mantra or maybe a crash course that can turn you into a talent sourcing ninja?
Well, you don’t really need an HR background or a how-to-hire workshop, to foster the skills of a star recruiter. You can easily go from being good to great, as a recruiter, if you inculcate these 6 qualities:
The Ability to build Relationships
Great recruiters know how to turn rejections into long-term relations. Since recruiters often reject more than recruit, it is important to do it gracefully. Sending personalized emails, engaging candidates, building actual relationships instead of making impersonal phone calls, remembering small details from previous conversations, and adding a personal touch to every interaction are just a few of the many things that differentiate the good from the great.
Highlighting the strengths of the candidate and suggesting a few improvements, even if you are rejecting the candidate, can keep the communication open for future.
The Knack for Navigating Differences and Disagreements
The skill to navigate conflicts and disagreements with hiring managers is just as important as ensuring a positive candidate experience. It is important to strike a perfect balance between the demands of hiring managers, and understanding the hiring process to source qualified candidates.
Great recruiters not only manage this efficiently but also spot signs that are indicative of an employee who can prove to be a misfit in future. They also have the ability to play well with hiring managers and clearly understand the difference between a culture fit and a culture add.
Excellent Marketing Skills
A great recruiter skillfully plays multiple roles. They do everything from creating compelling job ads and acting as salespeople, to using PR tricks required to meet unique hiring needs. Great recruiters know marketing tactics and they understand human psychology.
This, they use efficiently during interviews, campus placements and recruitment events to convert prospects into long-term employees. They know how to promote the employer as a credible brand and how to market their expertise to candidates. A high attrition rate requires that modern-day recruiters be good at networking, influencing, selling, negotiating, and convincing.
The Ability to Personalize and Influence
Hiring presents many challenges. This requires that you get your prospects interested in the job through personalization. In order to master this skill, recruiters need to brand every job as unique, challenging and rewarding.
They must possess in-depth knowledge of the needs and capabilities of candidates. This helps them steer the right fits to the concerned hiring managers.
Self Motivation to Stay Updated
Great recruiters are go-getters who don’t get bogged down by bad experiences. They learn from their mistakes and avoid them in future. Every time they fail to hit their hiring goals, they try to figure out what went wrong and fix it.
They celebrate small wins but they are constantly seeking ways to improve their existing processes. To stay ahead of the curve, they stay updated on the best industry practices and emerging recruitment trends. They read, they explore, they research and do everything they can to stay updated and successful.
A Great Aptitude for Technology
Great recruiters may not necessarily be tech geeks but they are always open to change. If technology makes their life easy, they don’t hesitate to give their traditional tools a toss. They are always willing to learn and leverage technology for better outcomes.
They use technology to their advantage and this does not mean they are consumed by technology. They use it to save time, to improve communication, to offer a seamless candidate experience, and to get real results. One of the technological tools being an applicant tracking system!
Know more about Applicant Tracking System @ https://www.jobsoid.com/applicant-tracking-system
Star recruiters add value to their organization by thinking ahead of times. They don’t wait for vacancies to be created. They build their talent pipeline in advance and keep their prospects engaged. They use interviews to gauge performance instead of assessing skills and abilities. They don’t negotiate the cost to the company before the prospect has fully understood the job description.
They never stop at networking and always stay in touch with emerging trends. They are the ones who go that extra mile. After all, a star recruiter is just an ordinary person who knows the fundamentals well and is focused on getting genuine results.
