In the world of organizations, a good part of the viability of companies depends on who works in it. And not only that: you also have to have a dynamic vision of the teams that work in an organization, 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 essential in companies that are medium, large or that aspire to expand. Specializing in this area means knowing the keys to personnel selection and, in addition to that, knowing how to reach the 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 it.
Recruiting is much more than connecting the organization with people who can work for it. Let’s see what the distinctive characteristics of the professional recruiter are, and why his work is very noticeable in the results obtained by the company in the medium and long term.
Before taking 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 means anticipating the type of demands and capabilities associated with that professional role , both on a day-to-day and long-term basis, as well as who will directly supervise your work, who will be in charge of you (if supervising others), and what departments you will interact with on a regular basis. It is also necessary to be clear about the type of schedule linked to that job, as well as the resources that will be available from the beginning, and whether there will be an internal training plan.
2. Know the company philosophy
Beyond every company is its philosophy, the values ​​that it transmits not only through its communication pieces arising from the marketing department but spontaneously through the way of working, the definition of jobs, and even the design and aesthetics of the places where one works.
Although they may seem like small details, all of these elements can have a significant effect on how certain candidates fit into the company.
3. Get to know the most relevant universities and training centers
To find candidates to carry out 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, depending on the quality of their study plans and their methodology.
4. Knows how to use the most effective selection tools
Obviously, it is necessary to know a wide variety of personnel selection tools. There is life beyond job interviews, and in each case you have to know which ones to prioritize to speed up the recruiting process and make it efficient.
5. Knows how to recognize soft skills
Soft skills are everything that does not appear on a person’s resume : 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 can be what determines whether an applicant fits or not. not to the job.
6. Know the access routes to the candidate pools
It would be a mistake to assume that candidates with the potential to fill the job position are going to simply go to the recruiter: you have to know how to reach them Many times, this is achieved by using specific online job search platforms, in others by going to training centers to select promising young people, but in certain special cases it may be necessary to go the headhunter route: develop ad hoc contacts to establish a communicative bridge between the company and specific and highly sought-after 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 look at those significant variables that tell us whether a decision has been correct or not, so that, in the future, it is possible to minimize the risk of passing up the right candidate in favor of another.
Beyond the skills and personality traits of a candidate, we must also take into account whether, due to their characteristics, they are likely to feel so comfortable in the organization that they decide to stay for a long time. For it, It is important to know the company’s talent retention plans and predict if the person will have an affinity with these.
How to learn to be a recruiter?
Currently, in Spain there are post-university training programs dedicated specifically to the recruitment and selection process of personnel. The University of Malaga has one of the most complete: the University Master’s Degree in Talent Selection and Management which is in its IV edition.
This Master focuses on the two main pillars of Human Resources: Personnel Selection and Talent Promotion typical of the company’s dynamics. It is designed especially for people with a Bachelor’s or Graduate degree in studies such as Psychology, Business Administration and Management and Labor Relations, and provides training in both theory and practice.
Currently, its job placement rate for students who complete the Master’s degree exceeds 70%, and places emphasis on the need to know the most innovative work processes ; It has content such as machine learning, Big Data, and Blockchain-based methodologies, all of this from experts dedicated mainly to the business context. If you are interested in learning more about the University’s Own Master’s Degree in Talent Selection and Management, you can access its contact information through this link.
