Do you have these 5 recruiter skills?

Recruiters are not going to succeed by churning out mindless activities that worked years ago, but which are futile now.

We all know that the industry is hurtling through a period of extreme change and evolution.

But, ironically, few recruiters, or even business owners, are focusing on reinventing the skills of their consulting teams. Which is crazy. Because that is where the battle will be won or lost. And many are losing that battle, right now.

In my view, the future of recruitment is where sophisticated technology meets very subtle human interaction skills.

Recruiters who will thrive in the future, will be the ones to hone their skills in both those areas. Technology, and the craft of recruitment

In this video interview, with Ted Elliot, CEO of recruitment ATS system, Jobscience, we identify 5 key skills recruiters must master to survive, and thrive.

Watch video on YouTube

  1. Firstly all recruiters, veterans or newbies, must change their mindset around digital. If you are not a digital native, you must be come a digital convert and a digital advocate, because smart use of technology will be a given for great recruiters.
  2. You need to become a skilled ‘e-sourcer’ able to find talent electronically. Sure, LinkedIn, but much more than that.
  3. Winners in recruitment will take the long-term view on social media. They will invest time and energy in building their personal brand via Twitter and LinkedIn and blogging.
  4. Tomorrow’s recruiter will be part of ‘Generation C’.  That will have nothing to do with when you were born. Rather, it will mean you are a natural connector, a networker, a relationship builder, online and offline.
  5. In an era of massive talent shortages, which I guarantee you are on their way, every recruiter will need to be a ‘Talent Magnet’. And the best way to achieve that is both old school and unfashionable. Consistent, sincere, and ongoing candidate service. That is the real differentiator.

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  • Posted by Greg Savage
  • On January 29, 2014
  • 6 Comments
Tags: candidate care, client skills, Coaching recruiters, digital, Employee engagement, Leadership, LinkedIn, personal branding, recruitment

6 Comments

Navid
Hi Greg, I think this article touches on a very important point. I could be wrong but I can't entirely agree that future of recruitment will be mostly digital with subtle human interaction. If that was the case then technology has the potential to eventually render both agency and internal HR redundant. I believe both technology and human interaction have a role to play. Technology will probably be performing more efficiently when it comes to high-volume, quantity based (find me a candidate yesterday) circumstances where the quality and relationships may not matter as much but it is how fast you can deliver that matters. On the other hand when it comes to hiring for niche and complicated requirements, you already need to know the candidate. The only role technology may have played in that scenario is to have you introduced to that candidate at some point in the past. Otherwise it is the trusted relationship between the agent and the candidate that will make the placement. Again it is an important issue, thanks for posting it. Navid
Christine
Greg, I totally agree digital has changed the game but there is NO substitute for the human touch. A candidate cannot be approached by a computer and be engaged by an ATS. Changing job is a powerful experience, no matter how senior and talented you are.
    Greg Savage
    I agree. You are quite right Christine. I think I talk in the video about the "craft" of recruitment, or the need for "human skills". That won't go away. So I am saying what you are saying :)
John Thatcher
We've gone for a cohesive approach to try and link our relevant blogs, with our specialist Linkedin groups (20+), with numerous Google friendly in-house job boards (17), and heaps of Twitter.. It's about being found online by job seekers and hiring managers - and then having something meaningful to share.. think lots of niche specialisms, rather than one big group of "candidates" or "clients". See how we do it here: www.thatcherenergy.com/contact-us/connect-with-us/ The human side is, of course, just as important as it always has been!
Alan Allebone
Interesting concept but can technology ever replace the human factor? I think not. The human input can never be omitted but unfortunately the technology element will increase unless we the recruiters do something about it. I am old fashion but I still prefer the human interaction regarding communications. Thanks again Greg, good one Regards Alan
TRC Group
The points listed in this article are very apt, the scene on the recruitment front is changing and moving towards more digital contact rather than in person.

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