What makes a good recruiter? What soft and hard skills do good recruiters possess? When it comes to hiring global talent, you want to be more than just familiar with the process. You want your skills and talent to speak on your behalf.
Not knowing where to start is a problem that plagues almost every profession. If you’re also on a quest to discover how to become a successful recruiter, you’ve come to the right place.
The world has always been familiar with in-person recruiting practices. However, the last few years have brought about insurmountable changes in the hiring fabric. Remote recruiting companies have become increasingly popular, particularly since the COVID-19 pandemic.
So, what is it that some recruiters have and others don’t? Here are some essential qualities every recruiter must have.
Excellent communication skills are a must. Studies show that clear communication in the hiring process leaves a positive impression on the candidate. Even if they don’t get the job, they maintain a positive image of the company. In fact, good communication is a key component of an employer’s branding.
These skills come in handy not only with candidates but also with the following parties:
About 72% of recruiting professionals worldwide agree that employer brand has a huge impact on hiring.
Active listening, non-verbal communication, flexibility, empathy, and teamwork define the gist of interpersonal skills. According to the US Department of Labor, 4.3 million people quit their jobs in January 2022.
While there are a number of factors at play here, one cannot disregard the role of poor interpersonal skills in driving many of these resignations. Poor communication skills cause unnecessary friction in workplaces. Hence, recruiters must reflect the same values that they wish to see in the candidates.
These skills also play a vital role when you’re managing your team remotely. Conducting most processes online carries the risk of miscommunication. Recruiters who know how to build relationships with candidates are always a step ahead of those who don’t.
Good recruiters should have a good understanding of the industry and the roles they are recruiting for. So they accurately assess candidates’ technical skills and experience before hiring them.
This isn’t it. Modern-day recruiters must also be familiar with hiring technology and prove their tech-savviness. They must also know how to use different Applicant Tracking Systems.
Good recruiters should have a keen eye for detail to:
Sourcing top talent is every recruiter’s priority. They use their online platforms, professional relationships, and other channels to extract this talent. Recruiters who know how to network have a much larger candidate pool.
This means they have better chances of finding high-quality candidates for companies. They target specific audiences and hire people suited to the company’s culture. According to the Recruitment Process Outsourcing Association (RPOA), in person-networking will never go out of style. However, technology has also made these opportunities functionally limitless. If you’re a headstrong recruiter, you would know it when hiring global talent.
Meeting deadlines and prioritizing tasks are the two things not everyone can excel at. Good recruiters understand the importance of finishing tasks in the least amount of time.
Recruiters who know how to manage time will often seek the same quality in the candidates they’re hiring. And so, there’s a good chance of them hiring the right fit for a company.
Good sales skills are not only must-haves for those marketing and selling products. These skills are just as important for those actively hiring employees. In a way, they also sell the organization and the opportunity to candidates.
However, it isn’t only candidates who need convincing. You can’t sell clients on the first pick for a candidate, either. This is why you must know how to sell the following.
The skill isn’t any less than fine art, especially when hiring global talent.
Hiring isn’t only about finding the right candidate for a role. It’s also about assessing a candidate’s ability to fit into the company’s culture.
The cultural fit assessment is an effective way to measure the following in a candidate:
Recruiters then determine whether they’re the right fit for the organization in question. A skilled recruiter will never underestimate the importance of cultural fit. This saves a lot of time, money, and stress for both parties in the long run.
Like a personality test, this assessment is a crucial component of the recruitment process. Many remote recruiting companies use it as a pre-screening device.
Skilled recruiters are experts at:
They understand that these roadblocks are a natural part of the journey. And so, they adapt to changing circumstances of the corporate world.
At Top Notch Remote Solutions, we understand the changing dynamics of the business world. By outsourcing your recruitment processes to us, you will enjoy the following benefits:
Our recruiters are well-versed in all the stated departments. They will help you hire not only the right talent but also a talent that sustains your business and represents your culture on every platform.
After all, hiring global talent through the right means is not everyone’s cup of tea. So, if you’re looking to outsource your recruitment needs, call us now!
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