Shortcut to recruitment

The Human Skills that Allows Recruiters to Shortcut and Land a Hire

As a Recruiter, you’re always strapped for time. Between screening resumes to managing candidates – so how do you make sure the process runs smoothly? Let’s break down the initial steps to find the perfect hire!

Before you do anything else, you first need to make sure you know the in and out of the role you are hiring for. The technical skills, work experience, qualifications, soft skills – each of them should be clear to you through the job description.

Now comes the tricky part – once you have a detailed JD, many recruiters jump to the screening, filtering and matching candidates. But, there are a few more things you could do to choose the perfect candidate.

Seeking out Essential skills before hiring

According to Career Builder, the average cost of a bad hire is $15000. To maximise chances to hire right – you need to know what “success” in the role looks like.

Research conducted by Harvard University, Carnegie Foundation and Stanford University concluded that 85% of job success comes from well-developed soft skills and people skills in the workplace. Hence, defining a successful hire in terms of behavioural traits and competencies will be more accurate. A great starting point is to look at your star performers – write down a checklist of traits of your top performers by observing them closely. Analyse successful outcomes and break down their behavioural traits that led to a positive outcome. Seek out these traits in all your potential candidates through well-crafted behavioural interview questions.

Crafting Behavioural Interview Questions

89% of new hires fail primarily due to attitude than anything else, according to Mark Murphy. The best-selling author of “Hire For Attitude” emphasises that companies should hire based on attitude fit – particularly on characteristics that separate high and low performers.

As a recruiter, a fool-proof method of segregation is to draft behavioural questions based on the STAR method. This method is effective to understand a candidate’s behaviour – focussing on the Situation, Task, Action & Result (STAR). Remember the list of traits that you made – base the STAR questions on them and identify the right candidate effectively.

Active Listening for Recruitment

A huge part of assessing candidates accurately is to capture the essence of what they are saying – verbally and non-verbally. You could do this by listening attentively, paraphrasing what they say and withholding judgement and advice as they speak. Coming across as stern, judgemental or critical can prevent the candidate from opening up and even damage the employer brand. Some simple ways to practice active listening:

  • Have an open, friendly posture with your attention focused on the candidate.
  • While listening to candidates, acknowledge what is being said by nodding and saying “yes”, “uh uh”.
  • Reflect back on what has been said by paraphrasing – “What I’m hearing is…” “Sounds like you’re saying…”
  • Listening to the candidate’s needs & apprehensions. You can ascertain culture fit through active listening!

So there you go, create a list of behavioural traits of top performers, craft interview questions to look for these traits and actively listen to identify these traits in your candidate. Happy hiring!

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