Characteristics Of A Good Recruiter
By Cham Posted Date: March 21, 2017
Sometimes a good skilled worker or specialist worker can be rejected by one company yet considered valuable by another, ever wondered why this is? The team of professionals within a company largely depends on the skills of the recruiter. Some have the talents to hire good candidates while others end up losing the best candidates without even short listing them.
Below we discuss what it takes to be a good recruiter and the characteristics of one:
- Patience & Ability to Listen: Being able to take the time to listen to a candidate is one of the most important skills a recruiter must have. In most cases the story a candidate has to tell you in terms of their career and past experience will reveal a lot about their qualities and skills. It’s vital as a recruiter for the company that you are able to listen to both your candidate and the manager of the role in order to properly understand what the job entails and suitability of a candidate.
- Responsive: A recruiter must be able respond openly and clearly to any question a candidate has. Candidates will feel more confident if they have some information about the company and if they know questions they have would be answered. It’s important to maintain a professional but still friendly attitude towards potential candidates to make them feel more comfortable.
- Involve others in your team: In some cases it’s a good idea to involve other employees in the same role or allowing the potential candidate to speak to a current employee in a similar role. This would give them a better understanding of the role and the company they may work for, in addition it would create a degree of trust in the organisation.
- Think about the future: Every company must plan for its future, so when it comes to hiring employees a recruiter must keep this in mind. Think about how the candidate would fit in to the future of the company and its growth.
- Make use of modern tech: When posting new job vacancies, instead of just the traditional method of posting on the company website and popular job boards, make use of platforms such as social media to market roles and get in touch with candidates. For instance in addition to using LinkedIn, use other social media platforms such as facebook and twitter, use your company page to post the new vacancies.
- Keep the good ones engaged: Once you shortlist the top applicants, make the effort to keep in touch with them or they may think that the company isn’t interested and start looking for other jobs. Encourage them to get in touch with you for further information or arrange for a second interview if necessary.