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

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.
You need to become a skilled ‘e-sourcer’ able to find talent electronically. Sure, LinkedIn, but much more than that.
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.
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.
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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Comment by Jenni Icard on January 29, 2014 at 12:43pm: All good recruiter skills, and essential in today's world!

Comment by Keith D. Halperin on January 29, 2014 at 1:35pm: Thanks, Greg. IMHO: any recruiting tasks that somebody's willing to pay you $50+/hr to do are what we should concentrate on, because any recruiting tasks that aren't worth $50+/hr to do can probably be be no-sourced (eliminated), through-sourced (automated) or out-sourced (sent away) for usually far less than U.S. minimum wage. Included in these is latter category are MOST KINDS OF SOURCING- as John Sumser says: "Pretty good sourcing gets better and better (and Keith says: "cheaper and cheaper".)

BTW: why should we unconditionally accept to be factual and objective what someone says who has a product or service to sell in that area?

Cheers,

Keith