In the world of organizations, much of the viability of companies depends on who works in them. And not only that: you also have to have a dynamic vision of the teams working in an organisation, that is, know how to adapt to the needs that arise in the here and now, and find the right people at the right time.
That is why the role of the recruiter is indispensable in companies that are medium, large or aspiring to expand. Specializing in this field means knowing the keys to recruiting personnel and, in addition, knowing how to reach the people who are interested and can contribute to the team.
Now… what are the key characteristics to be a good recruiter? Let’s see.
The keys to being a good recruiter
Recruiting is much more than putting the organization in touch with the people who can work for it. Let’s see what the distinctive characteristics of the professional recruiter are, and why his or her 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 moving on to action beyond the company, it is essential to know the characteristics of the vacant position, regardless of whether there was someone who was occupying it before or not.
This implies foreseeing the type of demands and capacities associated with that professional role , both on a day-to-day and long-term basis, as well as who will directly supervise his work, who will be in charge of him (if he supervises others), and with which departments he will relate 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. Get to know the company’s philosophy
Beyond every company is its philosophy, the values it transmits not only through its communication pieces that come from the marketing department , but spontaneously through the way it works, the definition of the workplaces, and even the design and aesthetics of the places where it works.
Although they may seem like small details, all these elements can have a significant effect on the fit in the company of certain candidates.
3. Get to know the most relevant universities and training centres
In order to find candidates who are in charge of 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 aspiring 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 be familiar with a wide variety of recruitment tools. There is life beyond job interviews, and in each case you have to know which ones to prioritize to speed up the recruitment process and make it efficient.
5. Knows how to recognize soft skills
Soft skills are everything that does not appear in a person’s curriculum : the psychological and personality dimension that has implications for job performance: the ability to focus on achieving goals, communication skills, conflict management… All of this may be what determines whether or not an applicant fits the job.
6. Knows the ways to access the candidate bags
It would be a mistake to assume that candidates with the potential to fill the job position will simply go to the recruiter: you have to know how to reach them . Often, this is achieved by using specific online job search platforms, in others by going to training centres to select promising young people, but in certain special cases it may be necessary to go down the headhunter route: developing ad hoc contacts to establish a communication bridge between the company and specific and highly sought-after professionals.
7. Constantly learns from his mistakes
No one is immune from mistakes, and the professional recruiter is no exception. The key is to be able to look at those significant variables that tell us whether a decision has been right or wrong, so that, in the future, it is possible to minimise the risk of letting the right candidate pass in favour of another.
8. Knows how to bet on talent retention
Beyond a candidate’s skills and personality traits, one must also consider whether their characteristics are likely to make them so comfortable in the organization that they decide to stay for a long time. To do this, it is important to know the company’s talent retention plans , and to foresee if the person will have an affinity with them.
How do you learn to be a recruiter?
Currently, in Spain there are post-university training programs specifically dedicated to the process of recruitment and selection of personnel. The University of Málaga has one of the most complete: the University’s own Master’s Degree in Talent Selection and Management , which is in its fourth edition.
This Master’s Degree focuses on the two main pillars of Human Resources: Personnel Selection and the Promotion of Talent in the dynamics of the company. It is specially designed for people with a Bachelor’s or Graduate degree in studies such as Psychology, Business Administration and Management and Labour Relations, and provides training in both theory and practice.
Currently, its rate of employment for students who complete the Master exceeds 70%, and emphasizes the need to know the most innovative work processes , has content such as machine learning, the Big Data methodologies based on Blockchain, all this from the hand of experts dedicated primarily to the business context.
If you are interested in knowing more about the Master’s Degree in Talent Selection and Management, you can access their contact details via this link.