Simon M
Creating Perfect Matches Between People and Organizations [simon.meth@sdcorprecruiter.com] [TopLinked.com][LION]
What makes a great corporate recruiter?
I’m wondering exactly what traits, personality, skills, and experiences would make a great corporate recruiter. Some of the key things that come to mind are customer service mentality, excellent organizational skills, great at working with people, exceptional at assessing people, smart, strong administrative skills, hard and smart worker, inquisitive, perceptive, business oriented, more extraverted than introverted, and technically savvy. Any other ideas?
Clarification added 6 months ago:
Sure do appreciate all the great responses so far! My interest in asking this question is in "corporate" recruiters and not in third party recruiters of all types. I didn't bother to list the obvious things such as ability understand the requisition, sourcing skills, & closing but they all belong on the list. My plan is to distill a "Top 10" from all the responses. Let's give it a while...
Clarification added 6 months ago:
I blogged about your answers here: http://community.ere.net/blogs/sittingxlegged/2009/06/what-makes-a-great-corporate-recruiter/
I had planned to do a "Top Ten" but there were so many great answers!
Answers (38)
Gary S
Director at AWD online - Flat Fee Online Recruitment
Best Answers in: Staffing and Recruiting (2), Career Management (1)
Simon,
Apart from core recruitment skills and the ability to dissect CVs quickly, good Corporate Recruiters must have a number of key skills, outside of the ones they have learnt on training courses.
Firstly they must be extremely personable with excellent influencing and negotiating skills, and I’m not talking about just negotiating offers of employment, I’m talking about negotiating with people on a day to day basis to move the requirement along quickly. Corporate Recruiters need to effectively manage Hiring Managers, Candidates, and sometimes Third Party Recruitment Agencies. This is not always easy, and having the skills to manage people, with different personalities is paramount to getting the job done quickly.
In addition to being very personable with great influencing and negotiating skills, Corporate Recruiters need to have a sense of urgency. This can make a huge difference from hiring a star candidate or not, and gives the right impression to everyone the Corporate Recruiter deals with. The Hiring Manager will be pleased the vacancy is filled quickly, and it gives a positive impression about the Company to the Candidate.
Hope you find my view helpful.
All the best.
Gary Silver
Sales Director
AWD online
Flat Fee Recruitment – Fill One Vacancy for £525
020 7871 2959
gary.silver@awdo.co.uk
www.awdo.co.uk
Walter K
Executive Recruiter / Talent Partnering Solutions 800-539-5073 x102 walterk@talentpartneringsolutions.com
Best Answers in: Staffing and Recruiting (1)
Hello Simon, Having had the experience of being a corporate recruiter, then an agency recruiter, back to a corporate recruiter and currently an agency recruiter it is apparent to me that one vital requirement for a corporate recruiter is the ability to adapt to change. I have seen the role of the corporate recruiter go through many changes just within one company within just 5 years. I think it is imperative that a corporate recruiter is able to understand corporate politics and how to effectively and legally handle situations resulting from them. They need to be able to network and build relationships at all levels of an organization. Need to understand how not to take things personally when working with individuals who may not fully understand the business or their individual role. A corporate recruiter needs to be able to educate and learn. A corporate recruiter needs to be able to identify the entire recruitment and staffing process and should become knowledgeable regarding the use of outsourcing and when it is effective and when it is not effective. Needs to be able to smile at the end of each day and know that they did the best job that they were capable of doing on that day.
Charley M
Executive Director, GID
Best Answers in: Using LinkedIn (3), Customer Service (2), Internet Marketing (2), Commercial Real Estate (1), Regulation and Compliance (1), Car and Train Travel (1), Job Search (1), Event Marketing and Promotions (1), Government Services (1), Exporting/Importing (1), International Law (1), Advertising (1), Business Development (1), Planning (1), Business Plans (1), Energy and Development (1), Green Products (1), Web Development (1)
Speed and Quality and no BS
Sayed A
Consultant: Software Development and System Analysis at Wellington West Capital Inc.
Best Answers in: Software Development (1)
Some good points (to me at least) as extracted from different answers.
Always hire for future and scalability and not to just plug the contingent requirement of the assignment - look for overall competency - if it's not a 3 month contract type of job
5) Doesn't make dumb judgement calls without getting the full picture.
-transparency.
A great corporate recruiter is able to answer the following question "How to recruit, develop, and retain the best talent?"
OR
A 'great' recruiter is able to attract, select and hire qualified candidates for current and future needs of employees for your organization.
"
For me its:
Intelligent, Articulate, Methodical, Persuasive, Operational, Strategic, Cultural Awareness, Negiotiation Skills, Writing Skills, IT and Internet literate and resiliance.
Thats why the good ones are in short supply and why I smile when I see cororate employers offering Stg 40 - 50,000 and expecting quality.
"
Good recruiter should have good domain knowledge which is very rare these days as recruiters have knowledge at very frivolous level apart from that they should possess traits like patience as the results are not so swift but in case a person has doggedness results do come.
Should have never say die spirit and should be assertive in calling. He should maintain affable relation with all as in case a person didn’t join once he can be good resource for next time.
A great corporate recruiter is one who is self motivated, competitive, someone who is a great communicator, works with a sense of urgency and can manage time.
Remembers applicants and their information.
Organized.
Energetic.
Honest and open.
Positive.
Knows the business and its needs.
Can relate with desired workforce (ie. speaks to engineers or whoever it may be)
Dedicated
There are a lot of great answers here, but one important piece needs attention. Post recruiting follow-up requires that the company knows the statistics as to whether or not your recruiter is effective. Corporate statistics should be tracked to quality control the recruiting effort. A company should know the average retention, quality, etc of canidates hired by thier staff. In most cases, wherein an unusual hire is made, you will find poor retentions. This is because a great HR director may hire only 1 or 2 CIO's, CFO's, etc in thier career, making it unlikely they can do as a well as a specialized outisde agency.
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