Top ten skills a recruiter have"

 

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The success of a company is in the talent of its professionals, they all want to have the best in the sector working for them, and for that, they have dominant human resources teams specially trained in their field. But how do I get the best recruiter?

 

 

A recruiter is the first thing an applicant sees when they contact a company. The interaction between the two generates an opinion in the candidate that determines the interest they will continue in the selection process. All candidates must be treated with respect, moving away from a position of superiority, and not only because of the basic norms of civility but also because of an image that is transmitted of the company.

 

 You must be honest with the candidate if he is going to be rejected, speak directly with him, and suggest his failures. Excluding a candidate from a selection process does not imply eliminating him or his contact list forever.

 

 

 

A good professional must bear in mind the following points:

 

o   Know how to size the company staff to calculate the personnel needs and know the job description applications.

 

o   Define and follow established recruitment policies, designing and executing personnel selection processes.

 

 

o   Manage and develop the company's training plans.

 

o   Manage the company's obligations in terms of social security and design the personnel management strategy from the legal point of view.

 

 

o   Carry out the procedures derived from the hiring and firing employees, interpret collective agreements, and calculate payroll and settlements.

 

 

Top ten skills a recruiter have: -

 

-         Know how to sell. Recruiting is also selling your company to the best candidates, and then selling the best-selected candidates to the company.

 

-         Strike up a conversation. Anyone can search for a tag in a database, but not as it is selected. You must know a little more about the candidates, their hobbies, what makes them nervous… enter into a conversation that does not follow any script.

 

-         Have a hunter mentality. There are many sources of talent today, social networks, and new platforms that make the scout easier. But it's how the coach uses those tools that make the difference. Finding the best means of doing the best search.

 

-         Think big. It is fine to scan each candidate individually. Still, it is preferable to have the ability to imagine each one within the organization and see how far they can go, or where they will bring the most potential value to the company.

 

-         Follow up. Hoogvelt says this is what bothers him the most about his professional colleagues. What does it cost to send an e-mail or return a call? Nothing. Not just after an interview, but to keep exciting candidates informed of our vacancies.

 

-         Know how to listen. It is common for the recruiter in an interview to the first talk about the wonders of the company or the position and then asks. According to Hoogvelt, a coach should first listen to the candidate and then talk about what he can offer.

 

-         Be advised. Recruiting is a science with defined methods, but most recruiters need guidance from their superiors about these processes. Good recruiters know how to adapt these tools to what the company is looking for.

 

-         Be close. Hoogvelt says the candidates he deals with are surprised that he answers the phone, in a good mood, and asks how life is going. This should be the norm because power is held not only by the company offering the position but also by the candidate who has the talent they are looking for. The metaphor he uses is that more bees are attracted to honey than vinegar.

 

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-         A recruiter must be versed in what the company does and how it works to select personnel adequately. They have to be trained to improve the hiring conditions and the experience of the candidates. It must also know how to make the acquisition of talent profitable by standardizing the recruitment processes.

 

-         Every good recruiter has to know social networks in-depth and make proper use of them. The visibility that our offer has can decide the type of candidate that is presented to the selection. You need to know how to show the proposals using the new communication channels. Job advertisements must be written clearly and accurately, but with adequate description to work better as a claim. We must be aware of who offers the vacancy and the public to whom they want to assign it, so it is essential to maintain a constant dialogue with those responsible for the positions to be filled.

 

 

 

 

In short, a recruiter must always keep in mind who he is and who he represents. It is a fundamental pillar in the management of your company's personnel, so you have to be clear about your objectives and achieve them with efficiency and responsibility. It must be dynamic, direct, proactive, and seek a good network of contacts.