10 keys to being a good recruiter

In the organizational world, much of the viability of businesses depends on who works in them. And not only: it is also necessary to have a dynamic vision of the teams working in an organization, that is to say to know how to adapt to the needs that emerge here and now, and to find the right people at the right time.

This is why the role of the recruiter is essential in companies of medium or large size or which aspire to develop. Specializing in this area means knowing the keys to staff selection and, on top of that, seeing how to reach people who are interested and who can contribute to the team.

However … What are the key characteristics to be a good recruiter? Let’s see.

    The keys to being a good recruiter

    Recruiting is more than putting the organization in contact with the people who can work there. Let’s see what are the characteristics of the professional recruiter, and why his work is very noticeable in the results obtained by the company in the medium and long term.

    1. Knows how to define the workplace

    Before taking action beyond the company, it is imperative to know the characteristics of the vacant position, whether there was someone who held it before or not.

    It involves predicting the type of requirements and abilities associated with this professional roleBoth day-to-day and long-term, as well as who will directly supervise their work, who will be responsible for it (if so supervising others), and with what departments they will be regularly associated. It is also important to be clear about the type of schedule associated with this position, as well as the resources that will be available from the start, and whether there will be an internal training plan.

    2. Know the philosophy of the company

    Beyond any business is its philosophy, the values ​​that it conveys not only through its pieces of communication from the marketing department, But spontaneously through the way of working, the definition of trades, and even the design and aesthetics of the places where you work.

    While they may seem like small details, all of these can have a significant effect on the fit in the business of some candidates.

    3. Get to know the most relevant universities and training centers

    To find candidates for certain specialized work, it is important to know the training proposals of the most relevant universities and schools in the region, and even some of international renown.

    This way the recruiter you can see beyond the title of those who aspire to the site, Give more value to certain accreditations and less to others, depending on the quality of their courses and their methodology.

    4. Knows how to use the most effective selection tools

    Obviously, you need to be familiar with a wide variety of personnel selection tools. There is life beyond job interviews, and in each case, you need to know which ones to prioritize to streamline the hiring process and make it efficient.

    5. Can recognize soft skills

    General skills are anything that does not appear in a person’s CV: The psychological and personality dimension that has implications for work performance: the ability to focus on achieving goals, communication skills, conflict management … All of this can be what determines whether a candidate is suitable or not for the job.

    6. Know the means of accessing applicants’ scholarships

    It would be a mistake to assume that candidates likely to fill the position go directly to the recruiter: we have to see how to get there. Many times this is achieved using specific online job search platforms, in others by going to training centers to select promising young people, but in some special cases it may be necessary to follow the headhunter path: develop ad hoc contacts to establish a communication bridge between the company and specific and highly valued professionals.

    7. Constantly learn from your mistakes

    No one is free from mistakes and the professional recruiter is no exception. The key is knowing how to focus on these important variables that tell us whether a decision was right or not, so that in the future it will be possible to minimize the risk of missing the right candidate for the benefit of another.

    8. Knows how to focus on talent retention

    Beyond the skills and personality traits of a candidate, it is also necessary to ask whether, by his characteristics, he is likely to be so comfortable in the organization that he decides to stay for a long time. For that, it is important to know the company’s talent retention plans, And predict if the person will have an affinity with them.

    How to learn to be recruited?

    Currently in Spain there are postgraduate training programs specifically dedicated to the process of recruiting and selecting staff. The University of Malaga 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 focuses on the two main pillars of Human Resources: the selection of personnel and the promotion of talents specific to the dynamics of the company. It is specially designed for people with a bachelor’s or bachelor’s degree in studies such as psychology, business administration and management and labor relations, and is formed both in theory and in practice. .

    Currently, their employment rate of students who complete the master’s degree exceeds 70%, and emphasizes the need to know the most innovative work processes; it contains content such as machine learning, big data and blockchain-based methodologies, all by experts dedicated primarily to the business context. If you would like to know more about your own Master in Talent Selection and Management, you can access their contact details through this link.

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