A quality Recruiter is a company's business card! He is the main link between candidates and your company; he communicates with all stakeholders; he attracts the necessary talents and relevant people to the company. Often the recruitment of such a person is underestimated, we only look at whether he can communicate well and has a pleasant speech, but that is far from enough these days. In the era of digitization, automation, and accelerated and competitive times, everyone must have a little bit of everything to be successful! So, what to focus on when hiring a Recruiter?
Communication
- He can listen actively, which will help him "gauge" the candidate.
- He can communicate naturally and choose the appropriate language to encourage the candidate in the recruitment process.
- Can understand non-verbal cues.
- Can ask questions correctly and discern the necessary information and then evaluate it.
- Can give feedback and has appropriate empathy.
- Can appropriately involve other parties in the recruitment process (hiring manager, team members...).
- Can be a partner for the hiring manager and advise him on how to define the position. Earn his respect.
Attention
- Has an eye for detail. He notices little things that can play an important role in the outcome.
- Can accurately remember important information about a candidate, such as skills, career experience, or vice versa.
- Can evaluate the correctness of the candidate's claims.
- Can evaluate a candidate's potential.
- He understands the available position and can find the right candidate.
- Can be a partner for the hiring manager and advise him on how to define the position. He can get the hiring manager to self-reflect if he has unrealistic ideas.
Time Management
- Can identify priority tasks and candidates.
- Able to meet agreed deadlines and respond to changes.
Analytical thinking
- Understands the importance of reports in the ATS (Applicant Tracking System). He can orient himself in them and, thanks to this, adjust the recruitment strategy as needed.
