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Recruiters of the future: 4 ultimate recruitment skills to separate you from the pack by expert Sergej Zimpel

“Recruiters who consistently upskill will be well-positioned to succeed in the future and play a key role in building successful teams!”

Sergej Zimpel
Recruiting Team Leader, Die Autobahn
4 ultimate recruitment skills to separate you from the pack by expert Sergej Zimpel

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The future of recruitment is all about an abundance of automation tools, a wealth of information available, and a lot of room for upskilling.

So if you really want to be future-ready, here are 4 key skills that you must master to become an effortless candidate magnet with a new-age skillset. 

Let’s get started.

4 recruitment skills for an extraordinary first impression

1. A strong sales & relationship-building mindset

Sales in recruiting sounds a bit odd, doesn’t it? But honestly, it shouldn’t – recruiters need to MASTER the skill of sales in order to succeed.

Why?

Well, because employer branding is nothing short of sales when it comes to pitching the client company to the candidates. With a stark resemblance to sales, branding is all about convincing the candidates about the suitability of the role offered.

But that isn’t even close to where it ends. 

A greater challenge is to present these convinced candidates to your clients and sell them as THE tailor-fit for the role. 

Both of these require a genuine understanding of each party’s needs and the ability to build rapport and trust.

Some handy tips:

  • Understand the company’s unique value proposition and how it aligns with the candidate’s career goals to bring a strong, compelling factor.
  • Build relationships with candidates and hiring managers by being responsive, reliable, and trustworthy – encouraging them to have faith in what you’re offering them.
  • Overcome objections and persuade candidates and hiring managers to take action through prudence and expert pitching skills.

Read more: Recruiters are your main brand ambassadors: Brianna Rooney’s tips on recruitment marketing and representing your employer brand

2. High energy & enthusiasm

In all of these skills needed for recruitment, your enthusiasm has a key role to play.

Recruiting can be a demanding job, so it’s important to have a positive attitude and stay in high spirits in the toughest of times.

Recruiters who are passionate about their work and excited about making the optimum match happen tend to be more successful in the long run.

Here are some quick tips:

  • Work on bringing positive energy to every interaction with candidates and hiring managers. People tend to develop good impressions of enthusiastic individuals, which can directly influence how they respond to your proposals.
  • Try to stay motivated even when faced with challenges. Your zeal can also uplift the spirit of those in your hiring team, enhancing the chances of favorable outcomes.

You might also like: How to build a winning recruitment team structure?

3. Organizational & time management skills

Recruiters need to be able to juggle multiple projects and deadlines simultaneously. Thus, being able to effectively manage your time and set your priorities right is no less than a life skill in this profession.

In an industry where everything is important and urgent, evaluating what deserves your attention can heavily influence the results you achieve. 

Here are a few tips-

  • Develop and implement a structured hiring process. A proper system in place makes your workflow feel automated and seamless.
  • Closely track the progress of your efforts and stay in a constant loop to identify the areas for improvement right off the bat.
  • Delegate tasks effectively and let your team share and manage the overall workload for better efficiency and productivity.

Another interesting read: Recruitment KPIs you need to start tracking ASAP for better hiring efficiency  

4. Data-driven decision-making

Recruitment isn’t meant to rely on plain human judgment. Instead, evidence-backed data should be your ultimate guiding light.

This includes understanding and tracking metrics such as time to hire, quality of hire, and cost per hire, as well as conversion rates at each stage of the hiring funnel. 

But is that enough? Certainly not.

Every business has its requirements and resources. Gauge your hiring needs and cautiously allocate your resources in order to shortlist the metrics that serve you right.

Subsequently and most importantly, skillful implementation of the derived data can greatly alter the fruitfulness of your processes for good.

It’s always advisable to make the best out of what data analytics can do for your hiring drive.

Here are some strategies that might help-

  • Utilize data to identify trends and patterns in your hiring process as well as the industry at large.
  • Test different sourcing strategies and interview formats while you measure whether they’re truly working out for you.
  • Track data to identify areas where candidates are dropping out of the funnel and take corrective measures without unnecessary delays.
  • Present explanatory data to justify major decisions to hiring managers and senior leadership.

Read more: Data-driven recruitment: The complete guide for 2024 [+ 5 best practices]

In addition to these skills, TA professionals of the future also need to be adaptable and willing to stay on top of new trends in the job market. 

Recruiters who are keen on consistently upskilling will be well-positioned to succeed in the future and play a key role in helping companies hire the best talent!

Author

Sergej Zimpel

Sergej Zimpel is a seasoned professional in tech recruitment, holding the position of Head of Recruiting at Futurepath. He is recognized for his voice in the industry as a podcast host for “HR Messed You Up, Kid” where he explores the intricacies of human resources. 

Sergej is also a dynamic speaker and an active member of the Org-Team TAC-B meetups. As a co-founder of Purple Squirrel Society, he is dedicated to redefining networking within the tech space.

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