10 keys to being a good recruiter

In the world of organizations, much 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 adapt to the needs that arise in the here and now, and find the right people in the moment just.

That is why the role of the recruiter is essential in companies that are medium, large or aspiring to expand. Specializing in this area means knowing the keys to recruitment 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.

• Related article: "Work and organizational psychology: a profession with a future"

The keys to being a good recruiter

Recruiting is much more than connecting your organization with the people who can work for it. Let's see what are the distinctive characteristics of the professional recruiter, and why his work is very noticeable in the results obtained by the company in the medium and long term.

1. Knows how to define the job

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 implies foreseeing the type of demands and capacities associated with that professional role, both on a day-to-day and long-term basis, as well as who will directly supervise their work, who will be in your charge (if it is the case that you supervise others), and with which departments will you interact in a habitual. 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 if there will be an internal training plan.

2. Know the philosophy of the company

Beyond every company is its philosophy, the values ​​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 you work.

Although they may seem like small details, all these elements can have a significant effect on the fit in the company of certain candidates.

3. Get to know the most relevant universities and training centers

In order to find candidates for specific specialized jobs, it is important to know the training proposals from the most relevant universities and schools in the area, and even some famous ones international.

In this way, the recruiter can see beyond the title of those who aspire to the position, giving more value to certain accreditations and less to others, according to the quality of their study plans and their methodology.

4. Knows how to use the most effective selection tools

Obviously, you need to know a wide variety of recruiting tools. There is life beyond job interviews, and in each case you have to know which ones to prioritize to streamline the recruitment process and make it efficient.

5. Knows how to recognize soft skills

The soft skills are everything that does not appear on a person's resume: the psychological and personality dimension that has implications on job performance: the ability to focus on goal attainment, communication skills, conflict... All of this may be what determines whether or not an applicant fits the job.

6. Know the access routes to the candidate exchanges

It would be a mistake to assume that candidates with potential to fill the job position will just 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 cases It is possible that it is necessary to go the headhunter route: develop ad hoc contacts to establish a communication bridge between the company and specific professionals and very quoted.

7. Constantly learn from your mistakes

No one is free from mistakes, and the professional recruiter is no exception. The key is to know how to look at those significant variables that indicate whether a decision has been correct or not, so that, in the future, it is possible to minimize the risk of letting the right candidate pass in favor of another.

8. Knows how to bet on talent retention

Beyond the skills and personality traits of a candidate, it must also be taken into account if, due to their characteristics has a chance of being so comfortable in the organization that you decide to stay long weather. For it, it is important to know the company's talent retention plans, and foresee 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 specifically dedicated 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 the 4th edition.

This Master focuses on the two main pillars of Human Resources: Personnel Selection and Promotion of Talent typical of the dynamics of the company. 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 form both in theory and in 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 the hands of experts dedicated mainly to the business context. If you are interested in knowing more about the University Master's Degree in Talent Selection and Management, you can access their contact information through this link.