Are you interested in working as a Recruiter? Do you want to discover the top 15 characteristics of a successful recruiter? Are you a recruiter who wants to know if you meet all of the qualifications? A good human resources recruiter is worth its weight in gold. When you link an employer with the ideal candidate, you generate new development potential for the firm on your own.
A bad recruiter, on the other hand, may cost firm thousands of dollars in wasted time, resources, and high turnover. So, how can you ensure that you’re a strategic asset rather than a liability?
Concentrate on developing these seven non-negotiable characteristics of a great recruiter.
One of the required abilities of a recruiter is the ability to view the big picture in order to secure the company’s long-term success. Recruitment must be viewed as part of a broader engine that propels the business ahead.
Human resources put all other resources to work, thus the recruiting process must be handled with extreme caution. Some considerations must be made to ensure that recruiting is in accordance with the company’s strategy.
How Do You Get Started As A Recruiter?
Most businesses require a bachelor’s degree, usually in human resources, while other recruiters may consider candidates with a BA in marketing, business, psychology, or science. In other words, your past won’t matter too much if you obtain a BA.
In fact, if you wish to specialise in some areas of talent acquisition, such as technical recruiting, a non-HR background may be advantageous.
Types Of Recruiters
Recruiters come in a variety, depending on how they function. The distinction between external and internal recruiters is the most essential.
External recruiters (also known as independent or agency recruiters) are not employed by any one organisation. Instead, they operate independently and hire people as needed for their clientele.
Internal recruiters, also known as in-house recruiters, work only for a single firm and assist them in finding and hiring new personnel. So, should you engage an internal recruiter or an external one?
While there is some dispute over whether an internal recruiter or an external recruiter will operate in the best interests of the business or the applicant, in fact, both will try their best to locate a fantastic employee for their company.
This distinction is important since adding an internal recruiter to your team implies adding another employee to your payroll. You can’t afford an inside recruiter if you own a startup or a tiny business, therefore you’re better off hiring an external one.
There are also specialist recruiters and recruiting organisations that specialise in a specific industry. Recently, there has been a lot of demand for IT jobs.
When it comes to talent acquisition, the following attributes of a recruiter are more or less non-negotiable.
What Makes A Good Recruiter?
Curiosity
Curiosity is defined as a strong desire to learn more and stay up with the latest advancements and changes in the sector you’re hiring for, as well as in the field of talent acquisition.
You’ll need extensive information about the position, including educational criteria, any particular features the candidate should have, how to recognise these attributes, and where else to seek for bright people, in order to choose the best candidate (when unavailable through LinkedIn or other conventional platforms).
For example, if you’re recruiting an engineer for an app but aren’t familiar with cross-platform functionality, you won’t be able to conduct even a basic interview with applicants to assess their abilities in this area. You don’t have to be an expert to participate. However, natural curiosity and the ability to Google search can help you screen prospects thoroughly enough to shortlist them for the next round of interviews with the hiring team.
Confidence
Extroverts are attracted to a sector for a reason. Working as a recruiter necessitates a great deal of networking and engaging with a huge number of individuals, therefore self-assurance is essential. It’s critical for a recruiter to have faith in not only oneself but also in the abilities they can provide to a client and applicants.
Excellent Communication Ability
To guarantee improved talent acquisition, a recruiter’s most important ability is strong communication — both verbal and non-verbal. Keep in mind the following:
– Instead of asking typical, repetitious questions, the recruiter should focus on more probing ones.
– The importance of reading between the lines cannot be overstated.
– To minimise boredom, adequate vocal modulation is required.
– Always address the person by their first name to pique their interest in the conversation.
– The tone of a telephone discussion should be upbeat and energetic.
Resilience
The capacity to bounce back from disappointment or failure is the most vital trait of an effective recruiter. Nothing is more frustrating than working hard for several weeks to bring a client and candidate together, only to have the opportunity squandered due to circumstances beyond your control.
When a reference check comes up negative or your applicant accepts a counter offer unexpectedly, top recruiters deal with it and move on. You can have all of the other necessary qualities, but if you aren’t resilient, you will struggle to succeed in this industry.
Listening Skills
Being a good listener is essential for a Recruitment Consultant. You will only be able to grasp the demands of both the job seeker and the customer if you listen carefully and thoroughly to both. You will learn more the more you listen to them. The more questions you ask, the more you will learn.
As a result, the better you understand the client’s and job seeker’s needs, the easier it will be to locate the ideal match. This will enable you to make better judgments and repeatedly locate the right match.
Marketing Skills
In today’s market, finding top talent is incredibly difficult. The quantity of unfilled opportunities (particularly in IT and other hot fields) far outnumbers the number of applications, and candidates will not rush to any organisation.
This is why outstanding recruiters must also be exceptional marketers who understand how to promote the job and the firm using the most up-to-date marketing techniques.
Knowing how to properly advertise and promote your skills, experience, and knowledge to clients and candidates is critical. You will not complete any transactions if you have a large database of applicants but are unable to persuade a corporation to hire any of them. As a result, your persuasion, bargaining, and selling abilities are critical. There will be no business if there are no clients.
Target-Driven
Companies frequently rely on recruiters, who are under pressure to hire a particular number of individuals by a given deadline. Recruiters that are goal-oriented keep the company’s success in mind and meet their targets on time.
Because the recruiting market is so competitive and results-driven, it’s critical that the recruiter can take the pressure, is goal-oriented, ambitious, and results-driven. Typically, recruitment firms give basic compensation as well as performance-related bonuses, generally known as OTE – on-target earnings. If you are not a goal-oriented person, you should really evaluate whether or not this is the work for you.
Detail-Oriented
The ability to spot a potentially great contender is based on your ability to pay attention to the finer points. To discover mistakes, you must examine resumes attentively. To comprehend a candidate’s fit, you must also be able to ask pointed questions.
You’ll be able to customize your emails to passive applicants more effectively as a detail-oriented recruiter. This contributes to a better applicant experience, increasing your chances of receiving a response.
Teamwork Attributes
In order to identify the finest applicant for a high-calibre organisation, you may need to head a team of other recruitment consultants or operate in a team. It is critical to understand how to manage people in order to reach a certain objective; excellent communication among all team members will ensure that misconceptions and inefficiencies are avoided. Recruiters, whether working outside or internally, must work as part of a team to discover the best people for a company.
Financially Motivated
There you go, I said it. This may seem like a boring subject, but I can’t think of a single very effective recruiter who isn’t driven in part by money. Recruiting may be profitable, whether it’s to send your children to private school, take the family on a memorable trip, or save for a down payment on a home.
Wanting the perks of a high-paying profession is a key driver. Don’t get me wrong: recruiters are in the people industry, and it’s very satisfying to make high-quality connections that last. However, the task is demanding, and one of the ways the greatest recruiters stay involved is through financial compensation.
