Here’s a simple business truth: In any company, regardless of age, focus, or industry, you’re only as good as your talent—which also means that you’re only as good as your talent acquisition team.
It’s true—talent acquisition is an essential aspect of any strategic, forward-thinking business, and with the intense level of competition among companies at all tiers vying to build the best teams possible, you better make sure that the individuals in charge of sourcing, vetting, and acquiring new candidates for your company are at the top of their games.
While there’s no simple “one size fits all” formula for building a great talent acquisition team, there are some things that you should look out for when building your team, in an effort to stack the odds in your favor that you have effective recruiting professionals working for you. HR Blog recently published an article that highlights some of the qualities you should keep an eye out for when building your team. Consider the following to help guide your team-building efforts!
Stellar communication skills
It’s no surprise that great recruiters are usually great communicators who possess the skills to attract top-tier potential candidates, hold their interest and make them realize how important and valued they are, get them excited at the prospect of joining your company, and convince them that your company is the best choice for their next great professional opportunity. In today’s rapidly evolving work world, where top-tier talent has more options than ever before, the ability of your recruiting team to attract and acquire new talent is critical. If recruiters can’t sell you on the idea that they’re effective professionals, how are they ever going to sell candidates on the idea of joining your team? Make sure you hire individuals with top-notch communication skills to staff your talent acquisition team.
The ability to self-manage
Great recruiters are tireless professionals who seem to operate at higher frequencies than mere mortal employees, and must be experts at managing their own schedules and juggling their constantly rotating list of priorities. According to the HR Blog, “Recruiters are usually rather busy. Great recruiters are busy doing the tasks that will create the most value for the company. You have to be able to prioritize and manage your time. You need to know when to say no and where to go that extra mile. Of all the attributes you need as a recruiter, understanding what to prioritize might be the most difficult thing. This competency comes from experience in understanding all elements related to recruitment, and often takes some time to achieve.” When you’re staffing your talent acquisition team, make sure you hire self-directed leaders who possess the ability to manage both their time and your company’s needs.
In order to effectively sell your company to potential candidates and address any and all questions and concerns that could arise on interviews and during recruiting calls, your recruiters will need to have an unparalleled and in-depth knowledge of your company—from its history to its organization and future plans and everything in-between. Bottom line: don’t send out any recruiter to represent your company who doesn’t have an understanding of your company and business down cold. Remember, in many instances recruiters will make your first impression to potential talent for you, and you always want it to be a good one.
Effective recruiters have great innate instincts for talent—both obvious and not-so-obvious—which includes both the all-stars and oddballs who typically move the needle, disrupt the status quo, and lead to real innovation and growth. You should be operating with complete faith that the talent acquisition professionals on your team will be able to unearth real talent and potential at all levels.
Are you looking to build a killer talent acquisition team for your business? If so, then consider the qualities mentioned here when vetting recruiters. Good luck!
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