The role of the recruiter nowadays requires more than finding and interviewing candidates. Thinking strategically about how the organization can grow, and which people are needed for the growth is more essential. Building talent pools, permanent and flexible, insight into skills, recruitment marketing, keeping track of all technology, are all key parts for smarter recruitment. What skills are required for this? Full stack recruiter Jan Tegze recently listed 10, illustrated with beautiful AI images:
#1. Technologically skilled
Whether or not to use technology is no longer an option – it is a crucial skill for every recruiter today. “As we enter the year 2024, technological knowledge is a cornerstone for any recruiter who wants to stay ahead,” said Tegze. ‘Understanding the latest recruitment software, platforms and AI tools is not just about efficiency; it’s about revolutionizing the way you connect with potential candidates.”
“It’s about revolutionizing the way you connect with potential candidates.”
#2. Data analysis
Yes, understanding technology is important. But even more important, is learning to work in a data-driven way. ‘Recruitment is becoming more and more analytical. For forward-thinking recruiters, skills in data analysis and interpretation are a must. By using recruitment analytics and AI tools well, you can discover powerful insights from recruitment data, sourcing analytics and assessment reports. These aren’t just numbers – they’re like guiding stars that can help you refine your recruitment strategies and demonstrate the tangible impact of your efforts.” says Tegze.
#3. Candidate Relationship Management
Thanks to a flood of sourcing tools, anyone can easily find candidates – anywhere in the world. But the real challenge lies in creating a memorable candidate experience. This is why candidate relationship management will be the new arena in 2024, Tegze expects. “Managing your candidate relationship is like curating an art gallery: every interaction should be thoughtful, engaging, and reflect the best your brand has to offer.”
“Managing the relationship with candidates is like curating an art gallery: every interaction must be thoughtful.”
This also requires a proactive approach, he says. In other words, ‘Maintain constant contact with potential candidates, not only when there is a vacancy. The point is that every email, every phone call, every conversation reinforces a positive image of your organization. Whether it’s a personal follow-up or providing constructive feedback, remember that every candidate can be an ambassador for your brand or your future star. Make every interaction count.”
#4. Emotional intelligence
Emotional intelligence is the human touch in recruitment, and it remains indispensable, Jan Tegze also sees. ‘In an age where technology is within everyone’s reach, the human connection remains irreplaceable. Your ability to navigate a multitude of human emotions and interpersonal dynamics is something that no AI can fully match.” According to him, this is all about ‘being able to listen actively, provide personal feedback and, above all, building trust that strengthens your employer’s brand in the eyes of candidates.’
#5. Cultural intelligence
But it’s not just emotional intelligence that is in demand these days. In an increasingly international world, something Tegze calls ‘cultural intelligence’ is also needed. In other words, your ability to look beyond the boundaries of nationality, culture, and language to effectively contact each candidate.
‘It’s about creating an environment where diverse perspectives are not only welcomed, but also seen as an asset.’
“It’s about more than avoiding cultural faux pas,” he says. ‘It’s about actively seeking to understand cultural norms and values and using that knowledge to create an environment where different perspectives are not only welcomed, but seen as a fundamental asset.’
#6. Marketing skills
Not unknown of course, but marketing skills are becoming increasingly important for every recruiter, says Tegze. ‘Think of yourself as a storyteller where every recruitment action is an opportunity to tell a compelling story. Because your job descriptions are more than just bullet points; they shape the story of your brand and the features you are looking for. To ensure your message reaches the right people who perfectly align with your organization’s goals, it’s important to understand candidate personas. In today’s job market, your ability to market effectively can really be a game changer .’
#7. Flexibility
Recruiters always demand flexibility and adaptability from their candidates. But these are also becoming increasingly important skills for recruiters themselves, says Tegze. ‘The only constant in recruitment and selection is change! Whether it’s adopting a new recruitment platform, adapting your strategy to meet the changing needs of your candidates or staying abreast of legal changes impacting employment, adaptability means being ready. It’s about a mindset of continuous learning and a willingness to challenge the status quo.”
#8. Strategic thinking
Fill vacancies? Only take action when the business demands it? Those times are over, Tegze says. ‘Recruiters today have to be master chess players who think three moves ahead. How does this position fit within the broader business objectives? Which skills will be indispensable in 2 years? Which talent pool strategy ensures a continuous supply of qualified candidates? Aligning recruitment with the long-term objectives of the organization is not only desirable, but also increasingly crucial.’
#9. Expert knowledge
As a recruiter, you are not only expected to understand your own field better and better, you can only engage with candidates if you demonstrate that you also understand their field. And that goes further than just knowing the difference between Java and JavaScript, says Tegze. ‘It’s about understanding the intricacies of your field: the specific regulations or project management methods that tech companies are looking for. This specialized knowledge helps you speak the language of your candidates and hiring managers , so you can build a bridge of understanding that is invaluable in the recruitment process.’
‘Professional knowledge enables you to recognize potential where others may not see it.’
The knowledge also helps to recognize so-called transferable skills. Tegze: ‘It allows you to look beyond titles and traditional experience and recognize potential where others may not see it.’
#10. Networking skills
Networking has always been important in the world of recruitment, and that will not immediately change in 2024, the full stack recruiter believes. “Your network is your net worth,” he says. But be careful, for him, it is not just about collecting as many cards and contacts as possible. ‘It’s about cultivating meaningful relationships within your industry. This skill is like a garden that needs to be tended regularly – you need to plant seeds, nurture growth, and sometimes prune to foster new connections.”
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