As a good recruiter, you not only perform your daily tasks. You also make sure that the company constantly attracts and retains good people by providing candidates who will make a difference. But how does a good recruiter succeed in this? It's probably not just one answer to that question. Below is a list of some of the properties required to succeed.
1. Building relationships
Recruiters reject more candidates than they hire. Good recruiters make this respectful and maintain contact to match the candidate with future opportunities.
2. Feeling for sale
Ultimately, recruitment is about selling. If you work with a recruitment agency, you must first sell the service to the client and then sell the job to the candidate and explain what a great opportunity this is for the person. This also applies to you who are internal recruiters and will sell candidates to your managers. If you do not feel comfortable with this sales role, everyday life becomes difficult, the business fewer and the recruitments likewise.
3. Be a step ahead
Instead of focusing on current positions to be appointed, a good recruiter begins to consider future recruitment needs for the organization. Do any of the departments grow? Does anyone soon retire? Based on this awareness, you can start building a good talent network of potential candidates for these future positions.
4. Be a good communicator
It is very important that you are a good communicator, both in a personal meeting and by email or phone. Candidates and customers expect to be updated during the recruitment process, so it's important that you give them frequent updates and act as an intermediary.
5. Be patient
Creating a link between the candidate and the client is not always easy - the recruitment processes are sometimes lengthy. Your role will be to help candidates and principals in their decision-making process. This phase can be long and the recruiter's patience will make all the difference.
The above points highlight some classic features that you as a recruiter should have to succeed in your role. But outside the HR team's four walls, the reality is constantly changing, where yesterday's and today's needs are not the same as tomorrow's. The HR team must follow and adapt. What yesterday was usable competence can today contain holes, and tomorrow the distance between needs and the resources and competencies you hold may be so great that it becomes difficult to cover. How does your recruiting group look like? Do you have about the same skills and characteristics?
Your next colleague - a data analyst?
Skills that have not previously been associated with HR can be the knowledge it is time to take in the heat and integrate. Maybe you should get someone with marketing skills to improve Employer Branding and the conversion of your job listings? Or is it time to get a computer analyst in the team who can look deeper into the data you've collected over the years, thereby improving their recruitment strategy?
These were just two examples of competencies that were previously not associated with HR, but the list can be made longer. It's just about seeing HR in a larger context and how to deal with the upcoming challenges you face. Look around "at the house", the answer to new opportunities and cooperation can be at the other end of the corridor. It's time for new thinking.