The 5 Traits You Need to Recruit A Great Team

It's about expectations and requirements. It might turn out to be great expectations and falling short on requirements. A recruiter has a daunting task, which is not for the faint heart. Employers want the best applicants, and recruiters agree to it. Some aren't hired after the interview, though. Timing plays a part. There's also the overqualified objection. (You can read more about it in a previous post.) And some employers might have a change of mind after their first impressions of some applicants are weigh into their decision. It must not discourage other recruiters. On the contrary, it should pique their curiosity. What traits do they need to recruit a great team?

It should rattle you, but you must not. The process doesn't happen overnight, and you must not lose sleep during this time. (You need your sharp wit and sound judgment, which you notice after a good rest.) You should not forget the traits that make employers and applicants notice you.

What a Modern Recruiter Should Be

A good listener. Your job begins with the employer and ends with the applicant. There are cases when it goes back to the employer, and probably another meeting with the applicant. You must listen well if you want to get it right. No one wants an applicant without any value to contribute to the company, so you should be able to take a mental note. It leads to communication, which you're expected to know too well. Ask the questions that might cost you sooner or later. You're not expected to know everything, and this is where tact comes in. But you should have known.

Someone who has a sense of urgency. Recruiting the best team doesn't happen overnight. It doesn't mean that you lots of time, though. If the vacant position has multiple tasks to do, then you should find the best candidate within the week. How you deal with pressure will play a part. (If you're a laidback individual, then evaluate yourself. Do you need to rise up to the challenge? If you can't do it in a short span of time, then you may have to think about looking for a new job.) Keep in mind that this can take a toll on anyone including those who thrive on challenges. The next item should enlighten you.

A patient individual who knows about the right timing. You're expected to be a driven individual, but the outcome can turn out differently. There will be a disappointment, also frustration. Employers are expecting from you. yet you can allow yourself a little flexibility. The perfect candidate (for the vacant position) is still out there. You have read the resumes of potential candidates, who seem promising enough. You have reservations after the interview. Your keen judgment should come to play here, and there won't be any regrets. (You can call up if it happens.) The next item is very important.

A recruiter must be a good motivator, also a supporter. You would learn that honesty is not the best policy. All applicants have potential, so they would get hired sooner or later. If they didn't meet the requirements, then you can offer words of encouragement ("Your experience don't match our needs right now.") You're not supposed to give an impression of cold-blooded employees in a cutthroat workplace unless you're working on Wall Street. It brings up to the final item.

A person who pays attention to details. It pertains to the applicant's resume, but it's not a brief look at the work experience. Check out the numbers, which suggest the applicant's value. Go to social media. (It says a lot about the candidate's mindset on work-life balance. It may reveal a thing or two about past work experience.) Study the format of the resume for a minute or two. If it's new, then you must not think twice.

A Case of Team Working

You might find yourself with other recruiters, if not other employees of a high-caliber company. The number will ensure that you'll find the best applicant for the job. You figure out that it will cut out your work, but it could be more stressful.

Communication is the key, such that there all inputs must be heard (and weigh) before a decision. There will be misunderstanding, which is not a natural thing. You're all working for the best interest of the company, so there will be clarifications and nothing else. There must not be any inefficiency on your part. It doesn't imply that there must be a new employee in a few days.

Team working must be differentiated from team building, as there's no guarantee that you would work with the same people on the next opportunity. Listen well. Speak clearly. Be supportive. Something good might arise from it, which might only be a new colleague.