Few of the most valued attributes of Recruiters

Business Orientations – It is very important for a recruiter to love the business they are supporting. Recruitment is most business exposed function; as it is directly proportional to the total business outcome. It is an area where most of the recruiter’s lack citing the n number of challenges (Cost, Unrealistic Demand, Skill availability and many more). Challenges would be always there and provide a perfect ground for a recruiter to check his metal. There are some challenges which are beyond our control, so best option would be to inform the business about the same. If our challenges are realistic we can make our business understand the same and provide us with a solution.
Candidate Orientation – Recruiters are the face of the organization and any misdeed may ruin the reputation of the organization. Building up the image of the organization starts with the 1^st telephonic discussion a candidate had with the recruiter and go on until the candidate is in touch. Many a times it happens with lot of people; if any candidate is rejected at any level, rather than providing an honest feedback we tend to ignore the calls/mails, which again create a negative image.
Understanding the skill market & competitors – It is quite imperative that a recruiter should have good understanding of the skill market/industry he is operating in as it will give answers to most of the challenges he face in his day to day operation. Good understanding of the competitors can help him in creating the distinguished face of his organization. It helps in doing a comprehensive analysis and comparison and a chance to win over a counter offer situation.
Creating a larger pool – I have a strong feeling that a larger resource pool can help in closing the requirement in a more timely manner. A larger pool will give you more options to close the position and choosing the best fit in the best interest of our business. Larger pool is something we need to earn, using all possible methodologies to collect resume through traditional and modern sourcing tools.

These are only few of the attributes and please feel free to add up more if you feel so...

Any suggestions welcome.

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Comment by Rickie Long on September 18, 2012 at 11:07am: Perspective - We tend to have a broader more objective perspective. Recruiters bridge the inner workings, needs and culture of the company for those on the outside who are thinking of joining it and can assess style, skill and cultural fit.

Comment by Sunil Kumar on September 18, 2012 at 1:28pm: Agree Rickie. It depends on recruiters how they are presenting* their organization to any candidate as it is also a vital factor for anyone before accepting any offer.

* - Presentation has to be real/near to that, as absence of it can leads to candidate dissatisfaction at a very early stage and he may even spread this thing to other applicants as world is very much connected today.

Comment by Maya Saric on September 18, 2012 at 10:37pm

Like your points Sunil, great post.

Comment by Sunil Kumar on September 18, 2012 at 10:56pm: Thanks a lot Maya. It is what i observed in my current role and think these are the universal attributes.

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