Covid-19 has affected all areas of our lives and has left the economy with a lot of questions and problems to solve. iSeeq is one of the few recruitment agencies that managed to grow during the pandemic and, since we have been in the industry for almost a decade, we believe it is time to share the knowledge and experience we have gained over the years. Listening skills are an essential trait of any top recruiter. The more you hear from other team members or customers about the job requirements, the better your job descriptions and hiring tactics will be.
The more you listen to candidates, the more you'll know if the position is right for them. In a survey, executives said that the main effects of lack of attention to detail are decreased product quality, productivity, employee morale, and decreased quality of customer service. When the product of an employee's work is their workforce, it's easy to understand why a lack of attention to detail can lead to lower hiring quality. The managers surveyed agreed with the executives on the four main negative impacts.
However, while executives ranked the decline in product quality as the main negative impact of lack of attention to detail, managers said it was a decrease in productivity. Of course, no company wants to harm productivity, especially in a busy HR department. So, clearly, attention to detail is a must-have recruiting skill. Sourcing has become one of the most important talent acquisition skills today.
On average, 45 percent of candidates aren't qualified, so it's critical to have recruiters on your team who know how to find the best talent. Whether you need a recruiter to engage in passive candidate search, strategic hiring, or basic hiring through a candidate tracking system, it's vital to know what experience your candidates have in this area. This will include evaluating your knowledge of the local hiring market, your experience with various sourcing strategies, and your abilities to develop candidates. An excellent onboarding experience improves new employee retention by 82 percent and productivity by 70%.
However, a poor onboarding experience doubles the likelihood that a new employee will seek employment elsewhere. Improving the candidate experience is another fundamental recruitment skill. A positive candidate experience increases the likelihood that your main candidate will accept an offer. In contrast, 69% of candidates say they will never work with an employer that offers a negative experience.
For example, the TestGorilla talent acquisition test evaluates whether a candidate has the necessary recruitment and talent acquisition skills that they will need throughout the hiring process, including finding and recruiting the right candidates, designing an excellent candidate experience for candidates to achieve the best results, and incorporating talent for long-term success. It also evaluates candidates' experience with hiring analysis. A good aptitude for learning means that you can gain new knowledge and retain information quickly. In addition, it means being able to apply what you have learned to solve problems.
Recruiters must rely on their own skills and experience to make the right decision for the position and be able to support their decision-making process in the event of questioning. Since the labor market is as competitive as it is, recruiters must be goal-oriented, able to manage pressure, and be ambitious. As a result, organizations are increasingly looking for talent acquisition managers who are experienced in using hiring analytics to analyze hiring data and use it strategically that can help them hire better candidates, increase revenues, and reduce costs. Skilled recruiters should be able to identify which tasks and candidates their time is best spent on, work well within specific deadlines, and organize their tasks in a way that allows them to meet their hiring goals.
That means that there are many more hiring skills to consider when evaluating a candidate for a vacant recruiter position. Recruiters must be able to use ATS software to scan, classify and classify candidates, post on job boards, track candidates, analyze resumes, and maintain employment pages. Even if you're a recruitment agency looking to fill an external recruiter position, it's important to understand the onboarding process. This means that recruiters need to understand this technology and understand how this has changed the hiring process and how they interact with candidates.
Recruiters must interact with a variety of personalities, identify if candidates have the skills needed for a position, know their employer's company inside out, have experience with up-to-date hiring technology, and much more. To succeed in this position, recruiters must have excellent organizational, communication and staffing skills. An expert recruiter can connect with people, learn about their needs and inspire them to take advantage of a job opportunity. Communication is one of the most essential hiring skills because recruiters are not only the crucial link between candidates and the company, but they also have other responsibilities that require well-honed communication skills.
So, while it's evident that recruiters require a lot of skills, what do we consider the golden top 5? Here is a list of the top skills of recruiters. Modern hiring skills include using candidate tracking systems (ATS) to compete in a fast-paced labor market. Since recruiting requires juggling so many different people and processes, it can certainly be overwhelming for a recruiter without excellent time management skills. A big part of recruiting is looking at the big picture and seeing the hiring process as a marathon, not a sprint.
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