The year 2020 has been anything but easy in the recruitment world. With so many businesses coming to a halt and adjusting to a sudden shift to remote work, recruiters are scrambling to find balance between employee health and talent acquisition requirements.
More than the logistics of keeping the recruitment process continuous and as smooth as possible is the ability of the recruiter to adjust to the new normal. Although these skill requirements are nothing new, recruitment professionals need to understand how they can perform better during a pandemic by making necessary adjustments to old ways and strategies.
Here are 4 important skills that recruiters need to have (and improve) in 2020:
Technology, more than ever, is a substantial part of everyone’s life, which includes job candidates. Most applicants rely on the internet to look for jobs. As a recruiter in this modern age, it’s important to learn how to maximize the use of social media and job networking sites to generate leads and even process job applications.
You need to find effective ways to reach job candidates wherever they may be. This includes learning how to create effective job postings on social media to attract your targeted applicants. According to a study in the article “Why Do Different Generations Use Social Media?” Generation Z is much more active on Instagram and on Snapchat, whereas Millennials, Generation X, and the Baby Boomers are mostly using Facebook.
What this means for recruiters is that you need to adjust your marketing and recruiting strategies for the type of candidates you are seeking. More importantly, you need to learn how to use the platform that they are most comfortable with.
A vital skill for recruiters, especially during this challenging time, is the ability to scrutinize details with precision. This includes cross-matching what the candidate indicated on his or her resume with information the person provides during the interview.
In “How to Write a Professional Resume,” the general consensus is that between a brilliant applicant with a poorly written resume and a mediocre applicant with a winning resume, the latter has a higher chance of landing the job because we hire for specific skills that match the job. However, it is possible that not everything on the resume is accurate, so you need to be able to identify mismatches.
Another consideration is the fact that video interviewing is on the rise due to social distancing measures. This means that, as a recruiter, you need to work harder in assessing your candidate’s body language, including their gestures and facial expressions.
Confidence is a must-have for all recruitment professionals. This not only includes confidence in how you carry yourself when conducting interviews but also confidence in your knowledge about the company you are representing.
Many candidates will not hesitate to ask not only about the job description but also about the company’s culture and goals. With so much uncertainty in 2020, candidates are looking for assurance, stability, and trustworthiness, and your confidence is one of the things that can help gain their trust.
To improve your confidence, make sure you have done comprehensive research about the job, the company, and the applicant. You are the candidate’s first introduction to the organization, so make sure you represent the company well. Candidates are more likely to pursue a career with a company that gives them a great impression at first contact.
Remember that confidence does not end when the interview ends. It also means being confident in your follow-ups and in providing updates on or before the promised dates. It can be challenging to keep a top candidate’s interest, so you need to give the impression that the organization is the best place for them to build their career.
Listening and Communication Skills
Interviewing requires excellent listening and communication skills. More than your ability to sell the company to the applicant, you need to convey compassion to your candidates. This year has been a tough one for everyone, and although the goal is to find the right candidate, it pays to listen with kindness and understanding.
More than our KPIs, we need to work on building relationships with our candidates to nurture the applicant-company relationship. This will create a positive experience for the applicant, which can go a long way when it comes to the hire rate and employee life cycle. According to the Harvard Business Review article “Why Employees Stay,” the more the candidate feels important within the organization, the longer they are likely to stay with the company.
The gust post was written by Becca Morris. Becca is a recruitment marketing expert at Professional Resume Writers. When she’s not at work, she enjoys writing and providing recruitment and sourcing tips on her blog. She also has experience in lead generation and sales.