a. Perseverance – Finding the right talent from a maze of available candidates is a very pain-staking and tedious job. The hiring team should be consistently on the job and work tirelessly till the right candidate is found.
They should not have an attitude of just getting the job done by any means and send across the first few profile matches. Rather they should always focus on exceeding expectations of their clients.
b. Communication – The recruiters should clearly communicate the cultural ethos of the organization and breadth of job responsibility to the candidate. Also they are expected to put across candidate’s concerns like location constraints and career aspirations back to the HR team.
c. Honesty – Clearly and timely putting across of both bad and good news is very important. If a candidate is not going to appear for an interview or is unlikely to accept an offer, the HR team would expect an honest response from their hiring team so that alternate plans could be executed.
d. Execution – The hiring team should be equipped with all the right tools and processes to be able to find the most deserving candidates within the expected time frame. Hiring is a very business critical activity and bad hires can be a huge cost to the organization.
e. Consultative approach – Hiring team is the face of the organization for which they are hiring, they should always assume a consultant’s role to be able to understand the candidate, and convince him for the right opportunity and also win his trust.
f. Clarity of thought – Once the HR team explains a job description and other related requirements, the hiring team is expected to clearly explain it further to candidates. They are the first link of a possible game of Chinese whispers, thus it is important to curb any doubts related to profile, location, qualifications or any other soft skill requirements very early.
g. Salesmanship – Last and the most important skill is selling – being able to sell the client to the candidates and vice-versa. Recruiters should be able to put across the client organization to all the prospective candidates in a persuasive manner, usually over a phone call.