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6 Tips About How To Source Passive Candidates

If you are a recruiter or works in the staffing industry, I’m sure you know that passive candidates are usually the best candidates. But passive recruiting is often easier said than done. You’ll have[...]

November 13, 2018

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5 Future-Ready Recruiting Skills You Need to Know

Whether you are a recruiter working as an employee or run your own recruitment agency, you need to make sure you and your team are ready to handle tomorrow’s workforce. Here are simple skills and adjustments in attitude to make you future-proof.

Many of today’s recruitment experts note that in the not-so-distant future, technology will automate almost all monotonous, manual aspects of recruitment, technically doing away with human effort in the process. Things like sourcing, curated talent pools, communication delivery, timeline management, organizing, etc. will all be automated and will require negligible to zero human intervention.

What this implies is that the role of humans in the remaining part of the recruitment process will become even more critical to the success of the entire endeavor. Things like candidate interaction, personalizing communications, selling, negotiating and networking skills, and a culture of empathy will set you (and your company) apart.

Here is a quick list of behavioral indicators that will future-proof you and your business and set you up for success going forward, especially when you are growing your organization. You can use this list to look for winners when hiring for your recruitment team, as you scale.

Become a Digital Native

As much as 'digital native' might sound like a generational buzzword, it's really nothing more than an attitude that some seem to adapt more easily than others - and it doesn't have much to do with age. A digital native is someone who is open to learning and quickly adopting to technologies and platforms that today’s digital suite has to offer them.

This includes learning how to optimally use social media platforms like LinkedIn and Twitter, applicant tracking systems, sourcing platforms and the entire gamut of recruitment technology that is being brought in by our thriving startup ecosystem.

You and your team need to be comfortable with technology and open to implementing new ways to reach out, connect with, source, process, manage and communicate with candidates, other team members and clients.

This attitude of riding the digital technology wave and being open to experimenting has little to do with your age. I’ve experienced this first-hand while working with hundreds of US recruiters this past year. Consequently, what has worked for you and your business till now might not work tomorrow.

Become a Networker

If you aren’t already, start networking. The human capital industry is built by people. Network with colleagues, peers, influencers, candidates, vendors, and clients. For some of you, it might not come naturally – it doesn’t to me either, but that has never stopped me from trying and incrementally getting better!

When you finish a meeting with a potential client, end it with a future action item even if it doesn’t result in business. Something like a quick catch up on coffee or your favorite beverage a couple of months down the line would do just fine.

Moreover, network offline and online. Connect, share thoughts and ideas, and react to theirs. Even better — look for people with established networks and reach, and hire them!

Building your network takes years of work, and is a strong, tangible indicator of dedication, hands-on experience, and even success. Recruiters with an established network in their areas of specialization are assets for any team/ organization

Become a Specialist and Build Credibility Around It

This becomes more important as you grow in experience and seniority, or are running your own agency. If it’s the latter, one way to pick specializations is to follow upcoming technologies/industries carefully, and then bet on them.

Read up, connect, and share with experts in those fields, and apply recruitment fundamentals. Build credibility in your areas of specialization, and own them inside and out. Likewise, hiring specialists with high credibility in your team significantly increases your chances of success.

The key is to be smart about choosing your specialization, and to carefully build your credibility around it. Nothing attracts a client more than a credible authority from their own industry.

Develop a Culture of Empathy and Understanding

As recruitment becomes more about meaningful interactions between humans in an otherwise automated world, empathy -- of all the soft skills -- can truly differentiate you.

Empathy stems from genuinely caring about your clients and candidates. Care deeply about understanding your client’s ethos and company culture, and what kind of a candidate they are actually looking for. Alternately, actually connect with candidates. Understand their dreams and aspirations. Also, always look to get into professional relationships where you can actually add value.

Sure, hire team members who can run on quantitative targets. But also make sure they can empathize with people and situations and can help you design the candidate experience that will set your employer (or company) brand apart.

Own the (Recruitment) Process

Recruitment is a process-heavy job, which is one of the many things that makes it so hard. It is a long series of steps to placement (hire/revenue/win), with a lot of potential leaks in between.

This frustrates people who either do not understand the process well enough or do not respect/believe in it to go through it diligently every time. It can make them susceptible to take short-cuts, and increases their chances of making critical mistakes that can easily result in lower-quality candidates, communications, of candidate/client experiences - any of which can result in a loss of business. Learn the process. Tinker with it constantly until you make it your own and start believing in it. When you hire recruiters in your team, ask them to do the same.

In a few years, you will be recruiting for roles that don’t even exist today. You will be required to connect with, sell, and sell to millennials and Generation Z. Acquiring and mastering this critical set of skills and behaviors, and encouraging your teams to adopt them will gear you up for whatever the future has in store.

Happy recruiting!!

 

Editor's note: this post was originally published on the People Matters blog and was re-published with the author's permission.

Scott Giroux
Scott Giroux
A long-time innovator with extensive leadership experience, Scott served on the executive team of a leading North American staffing firm prior to joining our team. At Crowdstaffing, Scott leads the company’s global operations and account management team and also drives growth of the talent supplier side of Crowdstaffing’s hiring marketplace. "There is so much untapped potential in our industry I’m thrilled to be part of a movement that is pioneering a connected marketplace for everyone in the hiring ecosystem."
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