As you know the perfect people don’t exist, and workers. There are suitable and not suitable for a certain type of work candidates. This article will talk about the profession recruiter and its core competencies.For a start I would like to understand who is a recruiter and as they say, what it eats?
currently, recruiters called experts, the scope of which includes the selection of specialists of different levels for the company’s clients. But the activity itself is called recruitment.
the Recruiter represents such a specialist, whose activities are aimed at recruiting for client companies.*
Not good, and therefore not a professional recruitment dangerous for the company.
«What?»- You will ask.
In this article we will talk about the competence of the recruiter, through which the company will be able to avoid the above mentioned costs.
But first, let us denote by, the definition of competence:
a Precise definition is not revealed. But under the competence is commonly understood as «a particular desirable behavioral characteristic of a person, which can have varying degrees of severity.
As a rule, to create a competency model is adopted to select no more than eight competencies.
Below is a list of competencies, in my opinion, necessary for the position of a recruiter, you will have no more than eight, i.e. seven:
Propensity for professional development.
If a person chooses a profession recruiter he must understand in order to be successful in this field you just need to constantly improve their knowledge, not to wait for trainings and independently record and attend webinars, seminars, conferences, etc. to Join the community of professionals and share experiences, otherwise the market will continue its development forward, and not developing a recruiter for them will not have time. Professional recruiter knows the latest trends of the labour market, reading specialized literature in the field and industry of the customer. Finds and applies new methods in their work. Not to fixate on some sources for finding candidates, expands the boundaries of not only the city but also the country. Is not only job-sites, and forums, corporate websites of the companies clients blogs. Uses specialized publications required the industry to search for experts.
Focus on high-quality work.
provides the customer with the best candidates, never throws the client tens of CV. Pre-reviewing with the client the necessary number of resumes and required final candidates. Generally, the customer does not select one candidate and compares the best. Qualitatively communicates with applicants in a timely manner provides feedback that helps candidates prepare for the interview. After filling the vacancy will liaise with the client and the candidate, checking the quality of their work, analyzing errors, if any.
Focus on results.
the Recruiter understands what his client. Knows how to get results, in what terms. Sets ambitious targets and actively reaches. Seeing obstacles, tries to find ways to achieve the result.
Analytical thinking.
In the case of a recruiter, I will present analytical thinking as the ability to comprehensively assess the situation existing in the projects.
the Recruiter will never make a decision and will not conclude, based on unverified information, rumors, etc. Professional always checks and double-checks the information sources, uses only the most reliable of them. Upon receipt of the application for the search of the applicant, clarified and if necessary adjusts with the employer portrait of the desired employee. After an interview with a candidate has a good idea of the motivation of the candidate, can match his level of competence with the requirement to vacant posts, knows about what factors may influence when choosing a candidate proposals.
Organization and time management.
the recruiter knows how to prioritize work properly planning time and stages. Optimizes its activities, and actively uses modern technologies of management time.
Customer focus.
Consultant recruitment Agency is always interested in what the company does, in which he is looking for employees, and is focused in the client’s business. Knows characteristics of the sector in General and distinctive features of this company. Building a good long-term relationships with representatives of the client company, interested in finding employees. Identify customer need, or in some cases, independently of its forms. Always leaves a good impression on candidates and employers.
Work in a team.
he creates an atmosphere of openness and trust, leading to new ideas and share these ideas between team members. Share skills, knowledge and time with other team members. Able to receive and give feedback. Actively assists other team members in achieving a common goal.
I described the basic, in my opinion, the competence for a recruiter, but I’d like to add and summarize all of the above. Professional recruiter chooses to take every opportunity in search of candidates in dealing with clients and candidates, and not to avoid them. Not waiting for the candidates will begin to respond to vacancies and self-seeking new opportunities to search, knowing that the best professionals do not sit without work. Able to establish and maintain contacts. Using every opportunity, including during nonworking hours. A true professional is not afraid of difficulties, always confident in his abilities. For him there are no problems with the search of the candidate, the vacancy closing and closed just in time.
Professional recruiter understands the need to maintain their image and image of the Agency in which you are working. Makes time for writing articles, public speaking seminars and conferences. Professional recruiter has the qualities of a great seller.
Recruiting for a real professional is a job, it’s a lifestyle!
* http://www.moeobrazovanie.ru
Julia Schur
Recruitment company AVICONN
Head office, St. Petersburg