We can all just agree that as a recruiter, you’re often the first face a candidate sees when they’re checking out a company.
And that first impression sticks!
But here comes the actual question: Could YOU be the reason you’re consistently facing unresponsive candidates?
Now, don’t get me wrong. We all have our quirks, and that’s what makes us human. However, when it comes to recruiting, some personality traits can be real deal-breakers.
It may be time to take a hard look in the mirror.
In this blog, we will discuss six major traits that will make you stand out.
Let’s get started!
6 recruiter personality traits that win candidates’ hearts
1. Be a communication pro
Ever ghosted someone?
Well, nearly half of job seekers feel like they’ve been left on “read” by companies.
In fact, 47% of candidates never receive any form of response from the organization they apply to, even past 60 days after applying.
That’s where your communication skills come in!
You’ve got to:
- Provide clear timelines and expectations.
- Regularly update candidates on the hiring process.
- Ensure transparency in feedback.
Make sure to flex your interaction skills!
One minute, you’re delivering a quick “you’re hired!” text. The next, you’re crafting a thoughtful “maybe next time” email.
It’s all about reading the room (or inbox) and adjusting your outreach style and tonality.
2. Be a tech master
Remote work has changed the hiring game.
Gone are the days when a firm handshake sealed the deal. Now, it’s mainly concentrated on hopping from one video call to the next.
So, look out for body language—even through a screen, you can easily spot someone fidgeting from a mile away.
Another aspect to consider during video conferencing and business phone calls is technical issues. Always have a backup plan if tech fails.
3. Be a good listener
Instead of focusing on asking the right questions, be more attentive to the responses.
When you’re really dialed in, a candidate opens up, and insights come out that no formulaic question could ever dig up.
Active listening during interviews means giving the applicant your undivided attention—not a distraction in sight or an interruption.
Let them finish their thoughts before you enter into yours. Ask follow-up questions to prove that you care and are examining their motivations or concerns more deeply.
Even the act of summarizing what they said is helpful to clarify that you are indeed on the same page.
Pause between responses, giving them space to reflect and respond comfortably.
4. Have a solid aura
First impressions often set the tone for the entire recruitment process, and you are in the front seat.
So, make it count.
Along with professionalism, it shows that the company values the time and effort candidates allocate to the hiring process.
For a long-lasting first impression:
- Prepare interviewees beforehand: Inform them about the interview details, like its mode, whom they would meet, and what to expect.
- Be punctual and prepared: Applicants feel respected when you’re on time and well-prepared.
- Create a welcoming environment: Whether in-person or virtual, your demeanor should be warm and approachable.
- Provide constructive feedback: Even if a candidate isn’t a perfect fit, offering them constructive insights on their performance shows you care about their growth.
A great first impression increases the likelihood that the job applicant, even if not selected, will speak highly about your company in the future.
5. Be empathetic and transparent
Forget robotic Q&As. We are talking about sensing and seeing into the hopes and fears of people.
It is not much different than being a career matchmaker with a sixth sense.
You know how job hunting can get really crazy sometimes.
Be that one recruiter who doesn’t just nod his head through and ‘gets it.’
Studies have found that a recruiter’s ability to empathize with candidates and current employees can lead to increased job satisfaction, better team dynamics, and improved performance.
It’s then that something clicks, and applicants know you are really listening.
They feel understood, and your company starts to shine as a place that really cares.
6. Be versatile
From sourcing candidates, and interviewing them to coordinating with hiring managers, the recruiting process involves handling way too many of responsibilities.
Ah, and of course, that mountain of paperwork!
This is all about prioritizing the right thing, such as candidate engagement and timely follow-ups.
Keep your workflow organized to juggle multiple roles, whether scheduling or responding to candidate feedback.
But do not overdo it with multitasking.
Learn how to set boundaries so that you don’t get exhausted in the end—this may negatively affect the experience from the candidate’s perspective.
Frequently asked questions
1. What strategies help recruiters maintain energy and focus during back-to-back interviews?
To prevent overexertion, recruiters should take short breaks in between sessions so that there will be a mental reset.
Replenishing by drinking water, going away from the desk, or briefly reading through notes should be enough to renew focus and energy for fairly assessing each candidate.
2. What soft skills can further enhance a recruiter’s personality traits?
Consider these soft skills to polish your personality traits further:
- Conflict resolution: Learn how to master tricky situations gracefully.
- Cultural competency: Connect better with more diverse candidates.
- Resilience training: Know how to handle stress properly and avoid burnout.
- Time management: Know how to multitask and prioritize.
- Personal branding: Improve your digital presence by keeping attractive candidates in the pipeline.
3. How do you politely handle candidates who reach out with questions after being rejected?
You should respond openly and give constructive feedback wherever appropriate.
There is no need to go into detail, but thank them for their interest, acknowledge their effort, and provide a brief but honest explanation.
You should encourage candidates to apply for future roles and give them advice on how to improve, which will leave a lasting impression even after rejection.
