(Editor’s note: With so many new ERE members coming on all the time, we thought that each week we’d republish one popular classic post. Here’s one, below.)
When I attend career fairs, hiring conferences, recruiting events, or through conversations with prospective candidates, I keep learning that the wrong people are attending these events and working as recruiters. As I walked the room at a recent career fair, prior to the event starting, I sought to introduce myself to some of the other company representatives. I was surprised that many of them were unable to communicate at a level that would properly represent their company.
The behavior I witnessed at this event and many others is predictive of how these recruiters behave in the office and how they represent their company through other communication tools such as social media. Later as the candidates flowed into the fair to meet the companies, I witnessed these individuals sitting behind their tables, eating food, talking on cell phones, and displaying body language that suggested they didn’t want to be bothered.
Fortunately, I witnessed several individuals that did exhibit proper career fair behavior and strong recruiting traits. They were the ones that had long lines of candidates and also the ones whose companies are always recognized as recruiting industry leaders. The difference in success was clear.
We can all gain market intelligence by speaking with prospective candidates and finding out where they have applied, who they have interviewed with, and what their experiences have been like. Some of the experiences that I have heard are horrific, yet not surprising. So why do HR and recruiting leaders continually hire or put the wrong people into recruiting positions? I don’t get it.
Each year there are new tools, technologies, and platforms developed to help take “recruiting to the next level,” as the cliche goes. The problem is, all of these wonderful breakthroughs can be fruitless due to inadequate operator behavior. Moreover, if companies and organizations really want to eliminate or lower their agency recruiting spending, then start hiring similar profiles and not promoting an individual out of customer service or demoting someone from another department and sending them to recruit.
Regardless of where your next recruiter comes from, I have developed some essential skills, traits, and qualities that successful recruiters should possess. Aside from the regular “good communication, ability to work hard, team player” skills that everyone wants — here are a few of the most important must haves: keep reading…