In a company, the value of the established human resource depends on the qualities of a good recruiter. Successful recruitment is essential for any company that wants to thrive in its market. Successful recruitment is directly related to the skills of the headhunter.
The latter must have skills that allow them to attract the most interesting profiles in order to retain the best for the positions to be filled. To the concern of knowing how to be a good recruiter, here are 7 essential qualities of a good recruiter.
Mastery of communication: Main quality of the recruiter
Having a sense of communication is essential, if not necessary to be a good recruiter. This is the main quality that the latter must be endowed with to properly ensure their role as a headhunter.
Given their position in a company, a recruiter is required to exchange almost every day with employees, partners or candidates looking for jobs. In other words, they represent their company. For this, their level of communication must be excellent.
The mastery of communication referred to here includes verbal (face-to-face or telephone exchanges) and non-verbal (email or physical mail) exchanges.
However, this quality of a good recruiter is not limited to the ease of being able to align 4 striking sentences. You also have to know how to give a voice.
Indeed, during a recruitment interview, the speaking time is supposed to be shared between the recruiter and the candidate. Naturally, it is up to the recruiter to know how to allow a candidate to express themselves by not monopolizing the communication.
It is thanks to their sense of communication that a recruiter will be able to find effective solutions to solve for their company one of the HR problems that is recruitment.
Listening: to complete communication
Listening is the quality of a good recruiter, which complements communication. It manifests itself at two levels in the recruitment process and the management of applications.
Listening to candidates
It’s not just about hearing what the candidate says. It’s all about giving them all the attention in the world. Attentive listening to a job seeker makes it possible to identify their needs and understand their motivations.
Good listening can help find the best profiles following job offers.
Listening to managers and employee opinions
Listening to the managers who are in charge of Human Resources management is the best way to know precisely the specific skills and profiles they are looking for. That said, the things to consider aren’t just limited to managers.
It is also important to take into account the opinions of employees. These reviews are real incubators of information that the recruiter can use to improve a company’s hiring system. They are also real magnets for candidates when they are mostly positive.
Reviews highlight the employer and the company. These reviews are so important that some companies set up specialized tools to collect them. You can click the following link to learn more about the importance of employee reviews.
Versatility: Having different skills
Versatility is one of the main qualities of a good recruiter. Indeed, the recruiter is responsible for a variety of tasks with unique skills. In addition, they may have to manage several activities at once.
This requires mastery in one’s actions, good organization and above all commitment to work. Also, candidates for the job interview can aim for any vacancy in the company.
To succeed in the recruitment process for each candidate, recruiters have no choice but to have at least theoretical knowledge in the different sectors of activity of their structure. For example, mastering each type of management is a real plus.
The spirit of competition: Finding the best profiles
A good recruiter is one who knows how to showcase themselves compared to their competitors. As a quality of a good recruiter, the ability to stand out from the competition is what makes it possible to bring exceptional candidates to your company.
Indeed, all other companies are also looking for the perfect candidate: a motivated candidate, who always wants to learn and who is filled with talent and experience.
The quality of a good recruiter here is to be able to attract the best profiles of workers to their recruitment strategy.
Professional curiosity: To find the rare pearl
Do not limit yourself to the appearance of a candidate and go beyond the CV, these are the marks of curiosity that should be included in the qualities of a good recruiter. It’s no surprise to anyone that candidates are preparing for their job interview.
The most informed identify in advance the potential questions that could be asked of them, in order to provide favorable answers. Although they are not cut out for the job, they manage to distinguish themselves among recruiters.
Being a good recruiter means being able to ask advanced and more or less unpredictable questions in order to identify the real values of your interlocutor. Do the candidate’s comments corroborate with the information on his CV? Does the professional experience seem too embellished?
Do not hesitate to go in depth in order to better clarify the gray areas. In this way, it becomes easy to avoid recruitment mistakes.
On the other hand, the recruiter’s curiosity is also about their ability to always learn new things. They could appropriate new tools or the latest recruitment software for example, to improve the hiring process.
The most important thing, of course, is to remain open to any changes that could lead to improvement.
Persuasion: to make you want to apply
In a job interview, it is not always the candidate who should try to please the hirer the most.
If the company seeks to hire a rare human resource coveted by the competition, the quality of a good recruiter also takes into account his ability to put on the sales hat.
To do this, they must be able to persuade the candidate that their company is best able to offer them the best working conditions.
In addition to this fact, it is natural that a recruiter can make you want to apply in order to attract the most candidates and by extension potential new recruits. This of course involves their ability to:
- Write well-argued recruitment forms;
- To be able to give answers on these sheets to immediate questions that candidates may ask;
- Show the interest of the company and the benefits of working there.
Of course, we must not forget the ability to negotiate the salary of new employees.
Empathy: The ultimate quality of a good recruiter
For many recruiters, empathy is limited to putting themselves in the shoes of candidates. However, it is possible to put yourself in the shoes of an opposing person, without showing empathy during a recruitment interview.
It is therefore undoubtedly through their behaviors that this quality of a good recruiter can be seen in a hire. Being empathetic during job interviews is all about finding the perfect words to express yourself to candidates. It is also defined by the smile that the recruiter displays during face-to-face meetings. The desire to relax candidates to understand and evaluate them also characterizes this quality of a good recruiter that is empathy.
FAQs
What are the essential qualities of a good recruiter to succeed in an effective recruitment process?
To be a good recruiter, you must have several essential qualities:
- Fluency in communication, both verbal and non-verbal.
- Attentive listening to candidates and managers to understand their needs and motivations.
- Versatility to manage different tasks and business areas.
- Competitive spirit to attract the best profiles on the market.
- Professional curiosity to ask relevant questions and avoid recruitment mistakes.
- Persuasion and empathy to convince candidates and create a good relationship with them.
How can empathy influence the recruitment process and relationships with candidates?
Empathy is a crucial quality for a good recruiter because it allows them to create positive relationships with candidates. Empathy is about putting yourself in the candidates’ shoes, understanding them and listening to them carefully. During job interviews, an empathetic recruiter chooses their words carefully to relax candidates and evaluate them fairly.
This approach promotes open and honest communication, building trust between the recruiter and candidates. In addition, empathy contributes to a more accurate assessment of candidates’ skills and values, improving the overall recruitment process.
