Key Characteristics of Recruiters
SELECTING A RECRUITER
Whether you do your recruiting through an Internal Corporate Recruiter, or third party
retained or contingent recruiters, there are key characteristics of a recruiter that can
spell success or failure of your recruiting program:
Knowledge of your company, its practices, policies, environment and culture.
Knowledge of Federal, State, and local hiring laws.
Experienced Interviewer. Uses an array of interviewing techniques.
Experienced Prospector. Uses a full range of prospecting tools.
Exceptional Internet skills. Knows how to flip, peel, x-ray websites to find passive
Exceptional PC skills. Paperwork is the bane of recruiting. Good
recruiters need to be able to organize, store and retrieve information from their PC and
work with contact databases such as Act, Goldmine, Access, and or Applicant Tracking
Sales skills. While many folks look upon recruiting as a function of the Human
Resources department and a supportive role for their recruiting managers, recruiters need
good sales skills. Consultative selling skills assist them in exploring the
motivations and interests of the candidate. This requires good verbal communication
and listening ability. Good presentation skills are also needed to "sell" the
company and the company's career opportunities to candidates. Above average listening
skills are prerequisite, along with good negotiating and closing skills.
Analytical abilities. Good recruiters track the numbers of resumes they receive from
each of the company's recruiting efforts, and the number of interviews and new candidates
obtained from those sources. Analyzing those numbers, they tweak the company's recruiting
efforts to minimize the cost per hire, and to evaluate the quality of the recruiting
programs and reduce turnover.
People skills. Strong ability to build internal and external relationships
with multiple customers / clients.