Diversity talent recruiter openings.
Maybe you’ve seen them on the job boards and thought to yourself, “yeah, I can do that, but what are these companies looking for in a recruiter?”
Glad you asked!
A talent recruiter should have a lot of skills. Companies need recruiters with a capacity to learn quickly and the ability to routinely discover great prospects.
They need people who are well organized and are proficient with technology.
But most importantly, they need recruiters who have great people skills.
Why people skills?
Because recruiters who know how to connect with people who have different backgrounds, perspectives, expectations, etc. are worth their weight in gold.
Finding a great fit is more than names, dates, and numbers on a resume’.
Someone can look great on paper, but a good diversity recruiter, after time, will be able to pick up on subtle clues that tell them whether or not a particular individual will be a good fit with a corporation’s culture.
When they’re able to match candidates with employers…and those matches are great for both, the diversity talent recruiter will have companies knocking down their door, looking for help with their own hiring needs.
Which makes the diversity recruiter’s job even easier because they’ll easily grow their database of contacts!
So as you can see, people skills are vital as a diversity talent recruiter.
The following people skills can help you thrive as a recruiter because they’re directly related to your ability to perform well.:
You might not consider resourcefulness a people skill per se, but it really is.
Because it requires you to have a keen understanding of how people think, what they will likely do and what they want from you and the company(ies) you’re recruiting for.
Even if what they want is for you to try someone else.
For example, you can use Boolean search tactics, networking and social media to find great talent, but what should you do if that talent chooses to ignore you through those “normal” channels?
Think outside the box, of course.
Study everything you can about your prospect from their public offerings and search for anything you can use that will catch their eye.
For example, maybe you see that they spend their downtime volunteering at the local shelter and you happen to have a rescue dog. A casual reference could spark a response.
In other words, find some kind of common ground with the prospect who is ignoring you and reach out again, making note of what you have in common.
That is being resourceful!
Studies show that 69% of employed individuals are actively searching for new jobs…31% are content to stay as they are.
Often, this smaller percentage of “content” individuals are actually among the best candidates, so don’t leave them out of your recruiting efforts.
Most recruiters will ignore the passive employees to go after the other pool of prospects.
You, however, are a recruiter who does things differently.
You go after those individuals who will be a great fit for your client…no matter what group they might be included in.
And you do your best to show the “satisfied” employees that the grass really is greener on the other side.
3. Listening Skills
How many times have to you tried to listen to someone speak, only to realize that you were so busy forming your response in your own mind that you missed most of what they said?
It happens to all of us…but to be a successful recruiter, you need to sharpen those listening skills until you can almost read the speaker’s mind!
Only by listening…and observing…carefully will you be able to discern the needs and desires of both the client and the prospective candidates.
Your success as a diversity talent recruiter depends on your ability to listen well and to learn the needs of your client and all candidates.
Do this by asking as many questions as you can, in order to gain a deep understanding of what the company desires in their employee and the prospective employee expects of their employer.
Bottom line, the more you know about both parties, the better the match and the more satisfied both your client and their new employee will be.
4. Body Language Skills
People often say things with their bodies that they wouldn’t admit to out loud. That’s why learning to read body language – at least on a cursory level – can help your diversity recruiting efforts.
Body language can also be a two-way street, helping you to express yourself as well.
For example, if you want the candidate to feel that you’re trustworthy and reliable, your body language should be open and relaxed.
5. Ability to build relationships
When you truly care about helping people, this particular skill will come naturally to you.
If you like to meet new people – even when you’re not working at building your network – this type of job is perfect for you.
Take the time to cultivate the relationships you create. Realize that good relationships are built on the premise of “give and take” so be open to opportunities where you can give more than you get.
If you’re approachable and easy to engage, you’ll quickly build up a network of people and connections who can help you thrive as a diversity talent recruiter.
People usually like to help those they like, know and trust, so it’s important to develop a long view of the relationships you’re building as a recruiter and keep in mind that the next candidate for your client could be someone you never imagined.
When you keep your eyes open for opportunities to help everyone you come across, in whatever way you can, you open up doors for yourself as well.
Some people call it “karma”, others call it “reaping and sowing”, but whatever you call this ancient principle, practice it often and see your career take flight.