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4 Types of Information That Tell Recruiters Exactly Who You Need to Hire

June 9, 2020

Your recruiters are responsible for finding ideal candidates for your open positions. They need to sift through a huge pool of candidates to find the ones who are most likely to meet your specific expectations--the ones who will be a great fit for your company.

Unfortunately, they aren't mind readers. 

The team responsible for handling your recruiting isn't always the same team that will be working with a new candidate once they join the office. Despite their best efforts, recruiters don't always have a great understanding about the department or team looking for a new hire. By providing them with these key pieces of information, however, you can help recruiters connect you with candidates who better match your needs for a new hire. 

1. The specific hard skills you're looking for.

You're an expert in your field. You know the various certifications and degrees that might make an employee a good fit for your open position. Your recruiter, however, might not know the equivalent certifications that are similar to, but not exactly, the one you're looking for as you work to fill an open position. 

If you work in a field like IT, with numerous possibilities for certifications, consider giving your recruiter specific skills, rather than listing education requirements or certifications. Often, this will help you get a better candidate match who is more likely to display the exact skills you actually need from an employee, rather than a vague match who "might do" in a pinch.

2. Transferable skills that can make it possible for candidates to fit seamlessly into their new roles. 

In many fields today, there is a significant talent shortage that could make it difficult for your recruitment team to find candidates with the exact skills you're looking for. Instead of missing out on great candidates, take a look at transferable skills: those skills that are close to the ones you need and which may "skill up" or adapt to your needs quickly. You might also want to consider those skills that members of your team had before they worked their way to those exact skills: the ones that will enable you to train a new team member fairly quickly. 

3. The soft skills that are most important for your job.

Not everyone is a people person, nor does every employee exhibit creative problem-solving and thinking on their feet skills--and every position does not necessarily require those skills. Give your recruiter a solid list of what soft skills are most important for your open position. If you work in a busy office setting with many shared spaces, for example, you may find organization skills incredibly important. On the other hand, if your employees work closely with customers on a daily basis, customer service skills might rise to the top of your priority list. Let your recruiter know exactly what soft skills are most important for the job you have open--and which ones you're willing to let slide. 

4. The interest displayed in your company.

Do you have a talent community filled with people who are already engaged with your company and everything you have to offer? People who comment regularly on your website or engage with your social media accounts? Let your recruiter know about those places and the potential candidates that might visit them. If you know there's someone in one of those communities that could be a good fit for your company, highlight them to your recruiter. Often, these are the best places to find candidates who will be an amazing fit for your business.

Are you looking for better ways to find the right candidate for your business and get them in place? Contact us today to learn more about how we can help.

Photo by Viktor Talashuk on Unsplash

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