10 keys to being a good recruiter
The main characteristics of good professional recruiters.
In the world of organizations, a large part of a company's viability depends on who works in it. And not only that: it is also necessary to have a dynamic vision of the teams working in an organization, that is, to know how to adapt to the needs that arise in the here and now, and to find the right people at the right time.
That is why the role of the recruiter is indispensable in companies that are medium-sized, large or aspiring to expand. Specializing in this area means knowing the keys to personnel selection and, in addition to that, knowing how to reach the people who are of interest and who can contribute to the team.
However... what are the key characteristics to be a good recruiter? Let's take a look.
The keys to being a good recruiter
Recruiting is much more than putting the organization in contact with the people who can work in it. Let's see what are the distinctive characteristics of a professional recruiter, and why his work is very noticeable in the results obtained by the company in the medium and long term.
1. Knows how to define the job
Before taking action beyond the company, it is essential to know the characteristics of the vacant position, regardless of whether or not there was someone who occupied it before.
This involves Anticipating the type of requirements and skills associated with that professional roleIt is also important to know who will directly supervise your work, who will be in charge of it (if you supervise others), and which departments you will interact with on a regular basis. It is also necessary to be clear about the type of schedule associated with the job, as well as the resources that will be available from the outset, and whether there will be an internal training plan.
2. Know the company's philosophy
Beyond every company is its philosophy, the values that it conveys not only through its communication pieces that come out of the marketing department, but also spontaneously through its internal training plan.The company's philosophy is not only conveyed through its communication pieces, but also spontaneously through the way it works, the definition of jobs, and even the design and aesthetics of the places where it works.
Although they may seem like small details, all of these elements can have an important effect on the fit with the company of certain candidates.
3. Get to know the most relevant universities and training centers.
In order to find candidates to take on certain specialized jobs, it is important to know the training proposals of the most relevant universities and schools in the area, and even some of international fame.
In this way, the recruiter can see beyond the title of those who aspire to the position, giving more value to certain accreditations.In this way, the recruiter can see beyond the degree of those who aspire to the position, giving more value to certain accreditations and less to others, according to the quality of their curricula and methodology.
4. Knows how to use the most effective selection tools
Obviously, it is necessary to know a wide variety of recruitment tools. There is life beyond job interviews, and in each case you need to know which ones to prioritize in order to streamline the recruitment process and make it efficient.
5. Knows how to recognize soft skills
Soft skills are everything that does not appear on a person's resumeThe psychological and personality dimension that has implications for job performance: the ability to focus on goal achievement, communication skills, conflict management.... All of these may be what determines whether or not an applicant is a good fit for the job.
6. Know the access routes to the applicant pools
It would be a mistake to assume that candidates with the potential to fill the position will just go to the recruiter: you have to know how to reach them.. Often, this is achieved by using specific online job search platforms, sometimes by going to training centers to select promising young people, but in certain special cases it may be necessary to go the way of the headhunter: develop ad hoc contacts to establish a communication bridge between the company and specific and highly sought-after professionals.
7. Constantly learn from your mistakes
No one is free from mistakes, and the professional recruiter is no exception. The key is to know how to pay attention to those significant variables that indicate whether a decision has been made. that indicate whether a decision has been right or wrong, so that, in the future, it will be possible to minimize the risk of passing over the right candidate in favor of another.
8. Knows how to bet on talent retention
Beyond the skills and personality traits of a candidate, it is also important to consider whether his or her characteristics are such that he or she is likely to be so comfortable in the organization that he or she will decide to stay for a long time. To this end, it is important to know the talent retention plans of the organization, it is important to be aware of the company's talent retention plans, and to foresee whether the person will have the right skills and personality traits.and to foresee if the person will have an affinity with these plans.
How to learn to be a recruiter?
Currently, in Spain there are post-university training programs specifically dedicated to the recruitment and selection process. The University of Malaga has one of the most complete: the University's own Master's Degree in Selection and Talent Managementwhich is in its fourth edition.
This Master focuses on the two main pillars of Human Resources: Personnel Selection and the Promotion of Talent specific to the dynamics of the company. It is designed especially for people with Bachelor's or Graduate degrees in studies such as Psychology, Business Administration and Management and Labor Relations, and trains both in theory and practice.
Currently, its job placement rate for students who complete the Master's degree exceeds 70%, and it emphasizes the need to know the most innovative work processes in the field. the need to learn about the most innovative work processes.; it has contents such as machine learning, Big Data the methodologies based on Blockchain, all this from the hand of experts dedicated mainly to the business context. If you are interested in learning more about the Master's Degree in Selection and Talent Management, you can access their contact details through this link.
(Updated at Mar 28 / 2023)