How can you update your recruiting skills for the changing world of work?

Having a base knowledge of any industry is an important skill as a recruiter. There has been numerous occasions that a daily read on the Tech news has helped me build a relationship with a client or Candidate. Simply, stand out from the crowd

Recruitment is more than key word searches - it is more than offering a raise - it is more than posting. The best recruiters understand an industry, the structure and roles of key players in the industry, the cultural differences of companies, and the value of building a relationship with candidates that is based on trust and sincerity. The best recruiters find ways to evaluate the quality of their hires (even if the company does not have a formal process) and project confidence by bringing hiring leaders into their strategy for finding the best fit, not just checking off the box. The best recruiters promote themselves by promoting their industry/company and the opportunities within their network - not by promoting themselves first.

I totally believe that a deep understanding of the industry, role, and market you are recruiting is how one can recruit efficiently. Keeping yourself updated on the industry trends helps you make better decision, learn new tools and gain a competitive edge in the market.

In simple words Both smart and hard workers will get highlighted for their own works based on the style they worked patiently

Great article!! in +23 years in the recruitment world, I would also mention: updating ourselves in the social media environment and its innovations, learning more about Diversity and inclusion, keeping a close relationship with our clients (internal or external) to create feedback loops so we can improve our skills as recruiters to their needs. Keep learning, Cybersecurity issues, ethical and legal considerations, as well as learn to take data driven decisions with the amazing tools we have now, but most of all I think that not loosing the candidate centric approach, generations are changing and we must adapt and create great candidate experiences as well as amazing employer brands that appeal to our target candidates.

I've worked in financial recruitment for 34+ years. Finance departments are a great example of how recruitment practice should reflect a deep understanding of the pressures its teams face. Financial staff face unique pressures. 1. They need to be prepared to work hard during financial year-end/month-end or audit seasons. 2. They need to be personable in negotiations to get buy-ins from other departmental leaders. 3. They need be adaptable to project manage a system implementation, improve processes, and work around crises. It requires qualities such as resilience, agility, and reliability that could make or break career experiences - esp at a senior level where these pressures are amplified. Always match their character to the role.

A recruiter today needs a blend of technical knowledge, soft skills assessment abilities, industry awareness, and a commitment to staying current with trends. Adapting to changing circumstances and embracing technology in their work are also essential for success in the field. IT recruiters should have a fundamental understanding of the technology landscape. They should be familiar with programming languages, software development methodologies, cloud computing, data analytics, cybersecurity, and other relevant IT concepts. This knowledge helps them accurately assess candidates' skills and match them with suitable positions. Staying up-to-date with industry trends is crucial.

I am convinced a specialised activity of the headhunter is indispensable for accurate advice: this way, sector trends and specifics of the respective industry can be tapped much better and also career ambitions and salary recommendations can be made more accurately. The advantages of industry specialisation are not only for candidates, but also for clients: the candidate market, the availability of potential candidates and all related parameters are much easier to understand if you have an inside view from several companies in the industry.

1. Understand the role for which one is hiring fully including key responsibilities, job context, industry dynamics, problem solving and decision making, communication requirements, qualification and relevant experience requirements 2. Understand the culture of the organization and team for which you are hiring to ensure you are aware of what a good fit would be 3. Have established sourcing channels in place 4. Get reference checks prior to reaching out to candidates 5. Have a high EQ to assess the candidate 6. Be forthcoming and open with the candidates and ensure they have a good experience

Stay updated on industry trends. Embrace technology and data-driven tools. Focus on diversity and inclusion. Hone soft skills. Be adaptable and open to change. Use data for decision-making. Build a strong personal brand. Network with peers. Invest in continuous learning. Prioritize a positive candidate experience.

Familiarize yourself with new recruiting technologies, such as applicant tracking systems, AI-powered screening tools, video interviewing platforms, and virtual reality assessments. Having recruited for over 20 years truly understanding the data and using data analytics will help you understand and improve your recruitment strategies and decision-making.

Searching candidate based on keywords in search engine or boolean search on linkedin are also powerful to find specific candidates. Let say, you want to search for Talent Acquisition Head for Manufacturing company based in Jakarta Indonesia on linkedin, you can do keywords search on your search engine; type this one: Talent Acquisition + Manufacturing + Indonesia + Linkedin. + (plus) meaning mandatory keyword included in the search; - (minus) meaning excluding the keywords in the page. now the only homework is creatively to define the right keywords. Try this and hope this helps.

yeah, that must be consider when a recruiter works - from my experience we try to judgement about a candidate by one sitting voice interview or an online code test. that's good but its unable to justification full value & skill of a candidates. My suggestion is- we give them a single project with actual time frame. and ask question on this project. second - appoint candidate for remotely one month to adjust his/her adaptability. then take final decision.

In my experience, knowing technology is not a good to have any more it is a must-have. Optimisation of systems like ATS and social media platforms will not just automate your work but also help you get better metrics of all the hiring being done or predicted.

Recruitment methods have evolved significantly in recent years, especially with the emergence of AI. While some believe AI might eventually replace humans and their job roles, I personally find this idea far-fetched. As an IT recruiter, I've delved into various popular generative AI tools, and I can confidently state that it's been a game-changer. Embracing new technology is pivotal in the field of recruitment. Equally crucial is the commitment to upskilling and mastering new technologies. This aspect cannot be stressed enough, and its significance is only going to grow in the future.

Embracing technology and using the latest will always be beneficial but you cannot remove the traditional in person and on the phone. It’s important to always build on these foundations and have the technology to supplement it. People buy from people and you can only really get to know someone when you’ve met them or spent time getting to know them on a call or a video meeting. Using the latest tech tools to showcase your success and why someone should partner with you will help you to stand out more.

Long gone are the days of simply running your hiring through an ATS. While some recruiting professionals may fear the improvement of recruiting technologies, it's important to really lean in and utilize new technologies to improve recruiting efforts. Those individuals that embrace the technology are going to see increased productivity, improved candidate experience, better employer branding, strong talent pipelines, wider candidate reach, and much more.

Using LinkedIn is essential and having an ATS that works well, but that is adaptable as your organization scales is essential, like Bullhorn which tends to be the industry standard. Having come up at the tail end of the phone era of recruiting I balance the best of both the electronic and human touch of a call or face-to-face meeting still. I am constantly trying to keep up with the latest advancements in AI tools as well which will help me and my recruiting team. You have to always be open to trying out new ways to do the same tasks more seamlessly or efficiently to stay relevant in this industry.

Recruiting talent has always been part art, part science. Unlike 20+ years ago when we used Excel spreadsheets and paper to track everything, now we have AI, ATS, and virtual tools. The game's changed, but the heart of what we're here to do hasn't. Tech isn’t here to replace us; it's amplifying our reach and precision. And Analytics are our friend – they're not just boring numbers but stories highlighting the hits and misses in our process. While chatbots and VR are the new "it" things, our core remains the same: understanding people. That human touch, coupled with tech tools, transforms a good recruiter into a great one in this digital age.

You can automate just about every step of the recruiting process, but it comes down to striking a balance between automating the process as much as possible while still providing a great candidate experience. This could look different for every role, organization, industry, etc. Make time every week to look into new technology in your space, even if that's just half an hour of research. Utilize AI to build job descriptions, maximize all integrations and tools within your ATS, and look at new tools that might be able to help you source faster, interview more efficiently, and improve candidate experience.

Nothing beats it. Soft skills are essential. You need to really understand your candidate and client, be able to listen and communicate well with them and build a long term successful working relationship.

I would say the top 3 soft skills would be Communication, Empathy and Emotional Intelligence will set you apart in the recruiting field. Understand the needs and aspirations of candidates will allow you to build better relationships and provide a positive candidate experience.

First, we need to change the terminology from "soft skills." You cannot develop Trust in the workplace without connection. That's not just a work skill. That's a life skill. Connection and Culture are the two most important structures to have in place for every workplace. Every employee challenge comes back to one or the other. Skills matching doesn't guarantee a successful hire. I would argue that culture fit has a greater success rate than skills. In most roles, you can upskill and teach employees new skills. It's tough teaching empathy to someone who lacks emotional intelligence.

Building up those soft skills? You got it. Grab feedback, dive into courses, read up, and get hands-on with real-life situations. It's the secret sauce to leveling up your game. Tech can definitely boost your recruiting game, but it can't just swap out the human touch. You've still gotta rock those people skills like a pro. Think communication, building bonds, showing understanding, and using your charm to get things done. Connecting with candidates and clients means listening and getting what makes them tick. Talking straight and making things click is key. Trust and a good vibe? That's a must. And when it's time to convince or negotiate, that skill's gold.

Nurturing your soft skills is vital in business and in life. Listening to understand rather than to answer will allow you to better connect with your candidates. Try to build a connection before discussing a role to enable an honest and open conversation. There will be times where the candidate looks great on paper but their long-term goals do not fit your client's needs, being able to navigate this and support the candidate with other options that leave them feeling positive and supported is key to building a long term career in this industry. Listen for the pauses and delve deeper searching for a resolve, you want your candidate to accept a job they are truly happy with so go all out and negotiate the deal that allows that.

To do well as a recruiter, you need to have strong soft skills. Even though there are a lot of great tools out there, I don't think AI has figured out how to pick up on a candidate's hesitation in their voice or their desire in their story. When you have real conversations and really listen to each other, you can bridge the gap between data and real human insight. The human connection can't be replaced, and in this business, knowing these key soft skills makes all the difference.

Absolutely agree with this! Soft skills are critical. And to me, communication includes being direct and clear, but it also includes being a good listener. Listening to what’s being said and what’s not being said. This builds trust and creates a stable foundation.

Technology may totally change future recruitment methods in ways we do not see today. However we still need to work evidence based with recruitment, with methods tested by metaanalyses. Our best methods as of today are personality tests, skill tests, case solving, structured interviews and involving coworkers in the selection process.

As a recruiter, I've found that genuinely connecting with candidates and clients goes beyond algorithms. Building relationships, showing empathy, and understanding motivations are critical. Effective communication, whether over the phone, via email, or in person, is key to fostering trust.

In today's rapidly evolving job market, soft skills have become indispensable for employment recruiters, even with the advancements in technology. As recruiters, our ability to connect with candidates, understand their unique needs, and foster meaningful relationships is crucial and our SUPER POWER! Soft skills like effective communication, empathy, and problem-solving enable us to build trust, identify the perfect fit, and create a harmonious workplace environment, that’s something that I believe that technology will never take away or replace.

I've realized one thing in my time in recruiting: change is the only constant. If you're not on your toes, you're likely missing out. We have to be nimble, open to feedback, and always ready for a curveball. It's not just about rolling with the punches but also anticipating them. Dive deep, test the water, and don't worry if you sometimes make a splash or two. Even though tech and trends change, the main rule stays the same: adapt or get left behind. Because at the end of the day, we're not just filling roles; we're also shaping the future of work.

Adaptability is the cornerstone of success in recruiting. The terrain is ever-shifting, and being flexible allows us to navigate it effectively. It's about embracing change, learning from experiences, and staying one step ahead. Resilience is key in facing challenges head-on, while proactivity ensures we're not just reacting, but actively shaping outcomes. This dynamic approach is what keeps us at the forefront of recruitment in an ever-changing world.

Recruiting's like a moving target, always shifting. Being in the game means rolling with the punches. Being up for change, willing to test out new moves, and figuring out what clicks and what doesn't. I t's about learning from the rough patches and the wins. And when things don't go as planned, having that never-give-up attitude is key. Taking the bull by the horns, seeking fresh angles, and prepping for what's next – that's the name of the game.

Data is the ultimate key to unlocking long-term success as a recruiter. You will need to understand, in real time, what efforts are yielding the most impactful and effective results. You will also need to constantly monitor your updates, trends, external factors, changing needs of your hiring managers, and evolving talent pipelines to tweak your approach to connecting with the right candidates at the right time to fill your talent gaps. As recruiters, we often find ourselves engaging in our work reactively - however, those who are proactive in understanding long-term objectives, growth strategies, and regional talent pipelines will have long-term success and will have trust with hiring stakeholders to shape strategies and execution.

As I mentioned you have little control over someone's decision to take the job. You are merely serving your candidates and client and match-making. One of the biggest things that will help you adapt is to be ready to encounter a variety of personalities and decision-making mindsets. Not every candidate will ask the same questions, or present to the client in a similar fashion, or make a decision with logic over emotion. What is important is learning what type of decision-maker you are serving early in the process. In taking on jobs that don't always fit your F.I.L.L. never make snap judgments. I've seen some of the toughest jobs on paper be the most rewarding placed talents of my career.

If there's one constant in HR, it’s change. I remember when remote work was a novelty, not a norm. Adapting to such shifts, being proactive in embracing new recruitment strategies, and learning from both successes and missteps have been the cornerstones of my growth in this field. It’s not just about reacting to the market but also predicting and preparing for its next turn.

Flexibility and adaptability are essential qualities for a recruiter operating in the dynamic and rapidly evolving field of information technology. Being flexible and adaptable is not only beneficial but imperative for recruiters. In a field as dynamic as information technology, those who can quickly pivot, stay current, and tailor their approaches to changing circumstances will excel. It's a quality that not only improves the recruiter's effectiveness but also enhances the overall candidate and client experience.

In the dynamic world of recruitment, flexibility is key. Be open to trying new approaches, learn from experiences, and adjust plans and goals to adapt to changing needs. Embrace feedback, experiment with new technologies, and stay ahead of the curve. Develop coping mechanisms and proactiveness to navigate challenges, seek opportunities, and anticipate the future.

There's a richness in shared wisdom. Throughout my career, I've been fortunate to connect with HR veterans and fresh thinkers alike. Engaging in discussions in LinkedIn groups, actively seeking feedback, and sharing my own experiences have not just broadened my perspectives but also constantly refreshed my approach to recruitment. I was also very fortunate to have fantastic technical colleagues - they were always willing to set aside time to share more about their role and how I could effectively bring that into my conversations with candidates.

Learning from other recruiters and not only is an invaluable asset for personal and professional growth in this field. Embrace the opportunity to connect with peers, share experiences, and absorb the collective wisdom of those who have navigated the challenges and opportunities of IT recruitment. By doing so, you can continually enhance your skills, stay ahead of industry trends, and provide exceptional value to your clients and candidates.

Learning from others is a beacon of growth in recruitment. Seeking wisdom from seasoned mentors and engaging with peers in vibrant communities broadens our horizons. It's not just about absorbing knowledge, but also challenging our perspectives. Following industry leaders and thought influencers propels us forward, ensuring we're attuned to the latest trends and insights. In this dynamic field, the wisdom of many is an invaluable compass.

While digital resources and self-paced learning have their merits, the nuances and subtleties that come from interpersonal interactions provide invaluable insights. For instance, I remember being a part of a recruiting community where we routinely shared stories about unique recruitment challenges. Not only did it offer a fresh perspective on common problems, but it also introduced me to innovative solutions that I hadn't encountered in formal training. Another essential aspect is feedback. Engaging in open dialogues with peers and mentors provides a mirror to one's methods, highlighting areas of improvement that might not be self-evident.

We switch between being a student and a teacher all the time, and which role we play depends on the moment. It's important for us to realize that wisdom isn't just found in old teachings or books. It can be found in every handshake, every nod of agreement, and every story a fellow recruiter tells us. There are many people in our community who have a wealth of knowledge waiting to be tapped into. As an active listener, I've been lucky to find lessons in the most unexpected places. It reminds me that in recruiting, as in life, every situation has the potential to be a masterclass if we're open enough to see it.

One of the best ways to become a better recruiter is to know what you don't know. Once that has been accepted, find someone who does what you want to learn and ask them. This is the hard part for many people, listen to what they tell you. Many of us will be happy to help and enjoy learning from you as well. Strive to learn something new every day.. this can result in you being very current on trends and tactics.

Something I enjoy doing in recruitment is learning and being able to teach what I've learned. Being a recruiter has allowed me meet great people in the same field that share their nuggets of wisdom, although not everything I learn have worked perfectly. But it's important to try, then find what works for you and roll with it.

Be vulnerable! Accept that you don't know everything within the recruiting profession and lean on your peers. Be willing to express an interest in how others are achieving success and voice that you want to mirror those particular behaviors. As a Technical Recruiter, I have learned most from none other than the talent I am speaking to day-in and day-out. We have the luxury of having best-in-class talent at our fingertips, so show interest and ask questions.

HireMinds runs a fully remote office. New recruiters need to proactively seek mentors, but we also established a great buddy program for more seasoned team members to help new employees as a sounding board beyond their immediate supervisors. This helps with developing their voice and to improve their process of pitching and selling to talent. Our team also has added Lunch & Learn sessions on client-relevant topics for experts on the team to present on areas they have competencies as a means of distributing mindshare to peers. In-office recruiters should take time to listen to the top performers and take pieces of their game to improve your own and help find your voice.

To thrive in an evolving market you must continuously developing your skills. 👉🏻 Start by identifying the most relevant skills for your industry/profession. 👉🏻 Stay informed about emerging trends & technologies through industry publications, online courses & workshops. 👉🏻 Networking with peers and mentors can provide valuable insights and opportunities. 👉🏻 Embrace a growth mindset, be open to feedback, and set specific, measurable goals for skill improvement. 👉🏻 Consistent practice and real-world application of these skills are key to staying competitive and adaptable in the ever-changing business landscape. ⭐️ Remember, learning is a lifelong journey, and the ability to evolve with the market is a valuable asset.

One other thing to consider is developing cross-functional knowledge. Many times recruiters develop deep expertise in specific roles and are aligned to specific business units, however, as we've seen great instability within recruitment teams over the past few years with layoffs and teams running leaner it is crucial to also gain a broader understanding of business operations and comprehensive hiring needs. This will enable you to develop well rounded recruiting skills that can be applied to any roles needed to fill and your recruitment efforts will be better aligned with the overall goals of the organization in a world where those needs are continually shifting.

Having recruited for over 20 years the key to success in the changing world of recruiting is adaptability and a willingness to learn. By continuously updating your skills, staying curious, and embracing new technologies, you'll be well-equipped to excel in modern recruiting.

Supplement your usual skills: direct approach, job offers... with new skills (inbound recruitment). Learn how to define your candidate personas, create content, develop a community, maintain a lasting bond with these talents...

In the modern era, recruiters often play a more strategic role and are considered business partners. They collaborate closely with hiring managers and executives to understand the company's goals and needs, contributing to talent acquisition strategies that align with the overall business objectives. This approach helps ensure that the right talent is brought on board to drive the company's success.

Know Your Actors - Train Your Actors Who are your Actors? Well, the two parties : Hiring Manager and Candidate. You, as a recruiter, are the Professional that can and should understand the needs of both parties, while they are mostly focused on their own view. So, make sure you know and understand what they really need, by asking them open questions and (really) listening for their answer. Then, politely train them of what they should reasonably expect from the recruitment process in front of them (market reality, salary levels, company culture, skills gap and fit for the job). This should give the three of you a good chance to act as a team and improve hiring success.

Work on as many cross-functional projects as you can. (with the HR, Operations, HR Admin, HRBP etc) In my experience, this gives a 360 view of your work and develops your thoughts with newer perspectives. Ideas can come from anywhere, you need not always sign up for courses but rather understand the other side/part of your team.

Once upon a time, in the dynamic world of IT recruitment, I found myself working as a recruiter for one of the largest and most prestigious IT companies in our country. Little did I know that this journey would lead to a remarkable success story that would not only transform my career but also touch the lives of countless talented individuals. My journey began with a passion for technology and a keen interest in understanding the intricate world of IT roles and their requirements. I am filled with gratitude for the opportunities I've had and the lives I've influenced. My story is not just about personal achievements but about the collective achievements of a thriving community, where talent meets opportunity, and dreams become reality.

People skills should always be the number one skill required in a recruiter. All the technical skills in the world cannot teach people skills.