This is not the only communication rule, though. It's crucial for the recruiter to:
• adapt to changes in requirements during the candidate selection process;
• correctly identify the hiring needs;
• be able to present the candidate to the customer;
• keep in touch with the customer;
• give feedback to both sides;
• check references from past jobs;
• conduct personal interviews;
• participate in the interview with the customer;
• prepare the candidate for the interview with the customer;
• be able to sell jobs
So, that's it about communication. What other skills are important for a recruiter? Below you can find five main points. 5 SKILLS OF A MODERN RECRUITER
What should a recruiter be able to do, apart from building a sourcing strategy?Conduct employee evaluations.
This is an important skill not only for the recruiter but also for any HR specialist and hiring manager. Conducting a full-scale assessment and presenting the conclusions to the hiring manager will help to avoid mistakes and reduce the employee turnover rate in the company.Know the basics of copywriting and marketing.
The recruiter should be able to write letters and describe openings on job sites. Their job is to attract the candidate using the right headlines, benefits, advantages, etc.Sell the job and the company.
To do this, the recruiter needs to understand the candidates' needs, pains, and motivations. Knowing these criteria makes it easier to work with objections and find out if the candidate fits the company's values and won't leave after the probation period.
It's pointless to try selling a job to a candidate without clarifying their motivation first. When the candidate runs away during their probation period, all three parties will be dissatisfied: the recruiter, the customer, and the candidateManage job openings as a project.
This means that the recruiter should take a systematic approach to the search: build a strategy, analyze results, and look for the best resources.
Communicate effectively with the customer and the candidate.
This is what we've described above. The recruiter's task is to convey information to both parties in a way that is understandable to them. To do this, they always need to know how to talk to the person in front of them.Have an understanding of the IT industry
A recruiter should know what IT professions there are on the market, which language is used to develop web and hardware solutions, what frameworks and libraries exist, what is the difference between relational and non-relational databases, and many other nuances of IT.
Possess the knowledge of the current situation in the labor market and be able to analyze it.
It is essential for a recruiter not just to find information from open sources, but also to conduct their own analysis and make hypotheses and decisions based on it.WHAT TO READ TO LEARN MORE ABOUT IT-RECRUITMENT
If you come to IT recruiting as a beginner and know nothing about staff assessment, start by reading the books "The Art of Staff Assessment" by Svetlana Ivanova and "Techniques for Successful Recruitment" by Tatiana Baskina.
It can be useful to study cases of companies and IT startups on VC.ru or Habr. We also recommend you take a look at Irina Shamaeva's blog.</p>
You can learn about search tools that are used today on our Telegram channel
For those who are determined to get a solid foundation in IT recruitment and learn how to fill IT positions without experience in hiring such specialists, we suggest taking a Junior IT Recruiter course.