In a guest post Bullhorn’s Mike Restivo explores the changing skill set of the super recruiter and what it takes to be part of the industry’s top ten per cent.
The recruitment industry is growing; in fact according to our research, 80 per cent of UK recruitment agencies met or exceeded their revenue goals in 2013, compared to 75 per cent in 2012 and just 67 per cent in 2011. But that means the competition is increasing too (90 per cent of respondents told us they felt that the competition had increased in 2013).
It’s true that the strongest and most successful recruiters are generally very people-oriented, adaptable, great communicators and even better networkers. And while this is still the case, it now takes more to get ahead and stay ahead of the competition. The skill set of the country’s top recruiters is changing; here’s my checklist for today’s super recruiter.
An eye for data
The best recruiters are those who can increase the number of placements they make and the speed at which they fill vacancies. Traditionally, recruiters have relied on who they know, their natural instincts and a little black book to choose and place the right candidates.
But when you consider that the technology industry (alongside energy, chemical and construction) in particular is suffering from a well documented skills shortage, the best candidates in highest demand will more than likely be registered to more than just one agency. So it’s the recruiters who can access and analyse candidate information faster than anyone else that will stand out from the rest this year. In order to do this, they need excellent industry knowledge (for example, if you need a Java developer you probably search through your candidate records for those with this particular skill. But what if you need a CloudBees specialist? Good candidates will list ability with the development tool on their CVs and if you know what it is you can quickly find the best fit for the job order), as well as the ability to dissect, analyse and quickly search for the best candidates.
A basic knowledge of Boolean search is a critical skill recruiters need if they’re to effectively mine an ATS for the best candidates – even more important in light of the fact using existing candidates from applicant databases was the most successful sourcing strategy detailed in this year’s Bullhorn Staffing and Recruiting Trends report.
The ability to go mobile
The best recruiters are increasingly reliant on their mobile devices (smartphones and tablets) to manage their calendars, contacts, and emails on the way to and from the office and between meetings, enabling them to recruit from anywhere, and at any time.
A recruiter who can access CVs, candidate information, jobs, and placements on their tablet or smartphone while in a meeting with a client, will fill placements quicker than those who can’t. With nearly two-thirds of UK recruiters spending at least ten per cent of their working hours away from their desks, mobile access to candidate and client data is essential – if they can’t work on the road then they’re going to miss out on sales; it’s as simple as that.
IT and social savvy
When asked what it would take to stay ahead of the competition this year, 17 per cent of Trends report respondents argued in favour of leveraging social media, while other answers included a sophisticated customer relationship management system and search engine optimisation. Interestingly, only two per cent argued that experience counted in their favour.
So what does this tell us? That the most successful recruiters must be comfortable using candidate tracking systems, job boards, online social networking platforms and a whole host of other technologies in order to succeed. Ability with CRM and ATS software, a strong online network, and LinkedIn, Twitter and Facebook recruitment experience is what it takes to get ahead when you join a new agency, and stay one step ahead when you’re established.
Let’s not forget the traditional
Even in this digital age, the country’s top recruiters still need a touch of the traditional. Building relationships is critical and networking on and offline is a must in order to attract clients as well as jobseekers. If a candidate has a good relationship with a recruiter they are more likely to come back when looking for another job. But we’ve noticed the top ten per cent makes sure this happens. Effective automated task list use is key – discreetly checking in with candidates you’ve place every six months is a simple but effective way of ensuring you remain front of mind.
There’s no doubt that data is driving innovation, competition and productivity across multiple industries and a whole range of disciplines, not least of all recruitment. While traditional skills such as relationship building and networking are no less essential, it’s the ability to effectively manipulate recruitment technology and social platforms that separates the 90 per cent from the top ten in the recruitment industry.
