By Kevin Wheeler
Global Learning Resources, Inc.
As I wrote last week, recruiters are facing an identity crisis. The skills that once defined a corporate recruiter are no longer sufficient. In fact, these skills are now hindering success in the present-day scenario.
A corporate recruiter has traditionally possessed a different skill set compared to a recruiter working in an agency or independently. While agency recruiters have focused on building relationships, exploring new candidate sources, and evaluating candidates based on various criteria, the corporate recruiter has developed a distinct set of competencies over time.
The first crucial skill is the ability to navigate corporate bureaucracy, interact with hiring managers, and handle legal matters. Many recruiters excel in these areas and are adept at maneuvering through the corporate landscape. They possess unique skills specific to their company, which do not easily transfer elsewhere. Recruiters with these competencies are often long-term employees of the same organization. Their internal knowledge and proficiency in getting things done within complex systems make them valuable within that system. However, they may not contribute to profits or assist in identifying and hiring top talent.
The second common skill is that of a resume screener. Some recruiters can efficiently review stacks of resumes, categorizing them based on hiring manager preferences, job roles, or past experiences. They then forward suitable resumes to the hiring manager for further evaluation and potential interviews. Acting as human applicant tracking systems, they offer cost-effective solutions. Nevertheless, being human, they have limitations in memory, may use flawed scanning methods, and do not always make accurate judgments.
The third skill involves acting as a receptionist, conducting light screenings, and serving as a tour guide. These recruiters may contact candidates to ask preliminary questions, aiming to create a positive impression while assessing fit or suitability based on predetermined criteria. Selected candidates are then introduced to the hiring manager after a brief interaction with the recruiter, followed by a tour of the workplace or facility, and possibly a casual meeting over coffee or lunch. They serve as intermediaries between the company, hiring managers, and candidates.
None of these three roles add significant value. These recruiters do not actively seek out top candidates or know where to find them. Their sourcing methods typically involve posting job openings on boards, resulting in popularity but low-quality returns. They do not proactively identify the competencies and skills of high-performing individuals, nor do they conduct thorough interviews to delve into candidates' achievements or capabilities. They lack alternative screening methods or assessment tools for hiring managers and offer standard offers based on previous templates. These tasks could easily be automated.
So, what essential skills should a modern recruiter possess?
Today's recruiter requires a distinct skill set. They must excel in five key areas:
1. **Building Relationships**: The ability to establish strong connections with exceptional individuals is paramount. Successful recruiters excel at building and nurturing relationships. Executive search experts are adept at maintaining relationships, a skill crucial for internal recruiters as well. They need to network outside the organization, engaging with professionals across various levels and fields who could benefit their firm. Leveraging technology to initiate connections, followed by personal interactions through calls, emails, and meetings, is essential. Recommendations from existing contacts further expand the network, aiding in identifying top performers.
2. **Market Knowledge**: Competent recruiters understand the employment market dynamics. They can provide insights to hiring managers regarding talent availability, job-specific supply, and the challenges in candidate acquisition. This knowledge, backed by data-driven analysis, is acquired through extensive reading, discussions, surveys, and market awareness. Additionally, recruiters must grasp the industry trends affecting their company's product or service market. Understanding competitor activities, market growth or decline, and potential talent pools enhances the recruitment strategy, focusing efforts on scarce and valuable candidates.
3. **Technological Proficiency**: Recruiting heavily relies on technology. From applicant tracking systems to online platforms, recruiters must be tech-savvy to succeed. Familiarity with HRIS systems, job boards, and communication tools is essential. Making informed decisions related to technology and leveraging it effectively sets competent recruiters apart, providing a competitive edge in the recruitment process.
4. **Demonstrating Value**: Effective recruiters utilize metrics to showcase their contributions. By presenting data-driven arguments, they highlight the value they bring to the organization. Demonstrating how they enhance quality, increase profitability, or reduce costs through specific metrics strengthens their position. Identifying areas for improvement or expansion based on performance metrics further solidifies their impact.
5. **Sales Skills**: Recruiters need to excel in selling both candidates and opportunities to hiring managers. Recognizing objections, addressing concerns, and offering solutions are crucial in closing deals efficiently. Negotiation skills, problem-solving abilities, and the capacity to drive the recruitment process towards successful hires are essential. As the job market becomes more competitive, recruiters who excel in salesmanship will stand out in securing top talent swiftly.
These five critical skills are essential for modern recruiters to thrive in the evolving landscape of talent acquisition.
From India, Hyderabad
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9Global Learning Resources, Inc.
As I wrote last week, recruiters are facing an identity crisis. The skills that once defined a corporate recruiter are no longer sufficient. In fact, these skills are now hindering success in the present-day scenario.
A corporate recruiter has traditionally possessed a different skill set compared to a recruiter working in an agency or independently. While agency recruiters have focused on building relationships, exploring new candidate sources, and evaluating candidates based on various criteria, the corporate recruiter has developed a distinct set of competencies over time.
The first crucial skill is the ability to navigate corporate bureaucracy, interact with hiring managers, and handle legal matters. Many recruiters excel in these areas and are adept at maneuvering through the corporate landscape. They possess unique skills specific to their company, which do not easily transfer elsewhere. Recruiters with these competencies are often long-term employees of the same organization. Their internal knowledge and proficiency in getting things done within complex systems make them valuable within that system. However, they may not contribute to profits or assist in identifying and hiring top talent.
The second common skill is that of a resume screener. Some recruiters can efficiently review stacks of resumes, categorizing them based on hiring manager preferences, job roles, or past experiences. They then forward suitable resumes to the hiring manager for further evaluation and potential interviews. Acting as human applicant tracking systems, they offer cost-effective solutions. Nevertheless, being human, they have limitations in memory, may use flawed scanning methods, and do not always make accurate judgments.
The third skill involves acting as a receptionist, conducting light screenings, and serving as a tour guide. These recruiters may contact candidates to ask preliminary questions, aiming to create a positive impression while assessing fit or suitability based on predetermined criteria. Selected candidates are then introduced to the hiring manager after a brief interaction with the recruiter, followed by a tour of the workplace or facility, and possibly a casual meeting over coffee or lunch. They serve as intermediaries between the company, hiring managers, and candidates.
None of these three roles add significant value. These recruiters do not actively seek out top candidates or know where to find them. Their sourcing methods typically involve posting job openings on boards, resulting in popularity but low-quality returns. They do not proactively identify the competencies and skills of high-performing individuals, nor do they conduct thorough interviews to delve into candidates' achievements or capabilities. They lack alternative screening methods or assessment tools for hiring managers and offer standard offers based on previous templates. These tasks could easily be automated.
So, what essential skills should a modern recruiter possess?
Today's recruiter requires a distinct skill set. They must excel in five key areas:
1. **Building Relationships**: The ability to establish strong connections with exceptional individuals is paramount. Successful recruiters excel at building and nurturing relationships. Executive search experts are adept at maintaining relationships, a skill crucial for internal recruiters as well. They need to network outside the organization, engaging with professionals across various levels and fields who could benefit their firm. Leveraging technology to initiate connections, followed by personal interactions through calls, emails, and meetings, is essential. Recommendations from existing contacts further expand the network, aiding in identifying top performers.
2. **Market Knowledge**: Competent recruiters understand the employment market dynamics. They can provide insights to hiring managers regarding talent availability, job-specific supply, and the challenges in candidate acquisition. This knowledge, backed by data-driven analysis, is acquired through extensive reading, discussions, surveys, and market awareness. Additionally, recruiters must grasp the industry trends affecting their company's product or service market. Understanding competitor activities, market growth or decline, and potential talent pools enhances the recruitment strategy, focusing efforts on scarce and valuable candidates.
3. **Technological Proficiency**: Recruiting heavily relies on technology. From applicant tracking systems to online platforms, recruiters must be tech-savvy to succeed. Familiarity with HRIS systems, job boards, and communication tools is essential. Making informed decisions related to technology and leveraging it effectively sets competent recruiters apart, providing a competitive edge in the recruitment process.
4. **Demonstrating Value**: Effective recruiters utilize metrics to showcase their contributions. By presenting data-driven arguments, they highlight the value they bring to the organization. Demonstrating how they enhance quality, increase profitability, or reduce costs through specific metrics strengthens their position. Identifying areas for improvement or expansion based on performance metrics further solidifies their impact.
5. **Sales Skills**: Recruiters need to excel in selling both candidates and opportunities to hiring managers. Recognizing objections, addressing concerns, and offering solutions are crucial in closing deals efficiently. Negotiation skills, problem-solving abilities, and the capacity to drive the recruitment process towards successful hires are essential. As the job market becomes more competitive, recruiters who excel in salesmanship will stand out in securing top talent swiftly.
These five critical skills are essential for modern recruiters to thrive in the evolving landscape of talent acquisition.
From India, Hyderabad
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