Are you already a recruiter but would like to know if you meet all the requirements? Would you like to work as a Recruiter? 
Do you want to know what the top 15 qualities of a great recruiter are?

Then don’t miss to read this blog post !

Listening Skills: 
For a Recruitment Consultant it is important to be a great listener. Only if you listen carefully and thoroughly to both, the jobseeker and the client, you will be able to understand what their needs are. The more you listen to them, the more you will find out. The more you ask them, the more you will know. So, the better you know what the client and jobseeker are looking for, the easier it will be to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.  

Confidence: 
You need to be confident not just about yourself but also about the services you offer to your clients, companies as well as jobseekers. 

Marketing Skills: 
Knowing how to market and promote your services, expertise and knowledge effectively to clients and candidates is of utmost importance. If you have lots of candidates on your database but are not able to convince a company to hire any of them you will not close any deals. Your convincing, negotiation and selling skills are therefore crucial. No clients, no business - as simple as that.

Target-driven: 

The recruitment industry is particularly competitive and target-driven therefore it is essential that the recruiter can handle pressure very well, is target-oriented, ambitious and hungry for results. Recruitment agencies usually offer basic salaries and additional performance-related payments, also called OTE - on target earnings. If you are not a target driven person you should seriously reconsider whether this is the right job for you. 

Relationship building skills: 

A recruiter works in the “people business” and deals with a variety of different people on a daily basis. This person has to be a good connector, who loves to meet new people and knows how to use every opportunity to network and  to turn it into business results. Having great relationship building skills with all people involved in the process is therefore crucial. It will allow you to build trust and attract clients as well as jobseekers more easily. Once you gained their trust and they notice that you work professionally, effectively and reliably, they will come back again and again without looking any further. It will also save you time because you can focus on your existing clients rather than having to chase constantly new ones. Also don’t underestimate the good relationship you have built with your jobseekers. If they are happy with the job you were able to find for them, they will recommend you to their friends and family too, should they ever need a job in the future. 

Communication Skills:
Working in the “human resource” business requires from a recruiter to be a great communicator, no matter whether face to face, on the phone or via email. If things don’t turn out positively for a jobseeker than being straightforward is not always the right strategy in this case. You can’t tell a jobseeker “Your background and experiences don’t match our needs right now” or “You are a great candidate but unfortunately you just came at the wrong time.” There are situations in which a recruiter needs to prove that s/he is tactful, considerate and gracious in order to maintain a good corporate  as well as personal reputation. 

Multitasking: 
Since you deal with companies and candidates on a daily basis you will need to juggle multiple projects and tasks simultaneously. Keeping in mind the details of various jobs, companies and candidates is important in order to work efficiently as well as effectively. 

Time Management Skills:
Having great time management skills is essential because certain positions need to be filled urgently and getting your priorities right is paramount.  

Patience:
Sometimes you will need to be very flexible and patient because candidates or clients might want to reschedule their interview dates in the last minute. 

Speed:
Companies and jobseekers don’t just rely on one source for filling their positions or finding a job but multiple sources. Who acts quickly will therefore win in the end. The worst that can happen is that in the last minute a company might tell you that they already found a candidate or the candidate already found a job in another organisation. Thus, it’s not size that nowadays matters but speed. 

IT and Social Media Skills:
Nowadays also being familiar with various social media recruitment strategies and IT technologies will give any recruiter an edge and proves that you are a professional who keeps up with current trends and technologies. 

Body Language Skills:
Being able to interpret other peoples’ body language can be very beneficial because you will understand quicker how people feel and what they think without them telling you. 

Problem solving skills: 
You need to be a good problem solver because you might face situations which you never thought would come along the way. For example, people not turning up to their interviews, companies telling you that they already found another candidate, not finding any candidates for a certain position for a long time, etc.

Reliability: 
If you want to be perceived as a trustworthy professional you need to be reliable when it comes to punctuality, offering the services you promised within a certain timeframe etc. If you can’t keep up with small things nobody will trust you and offer you bigger challenges in the future.  

Team working Skills:

Sometimes you need to lead a team of other recruitment consultants or you need to work in a team in order to find the best candidate for a high calibre company. Knowing how to manage people in order to achieve a set goal is important; good communication between all team members will guarantee that misunderstandings and inefficiencies will be avoided. 

Source :
http://www.suedtirolcareer.com/

La France détruit davantage d’emplois qu’elle n’en crée.

L'étude "Les créations et destructions d’emplois en France en 2013" du cabinet conseil France Industrie et Emploi réalisée avec le spécialiste en transformation des entreprises Kurt Salmon, est formelle : la France s’installe dans la crise.  Entre 2009 et 2013, on n’a jamais cessé de détruire des emplois, souligne Michel Ghetti qui a copiloté la 5^e édition de ce panorama hexagonal des créations et destructions d’emplois. L’an passé les créations n’ont pas compensé les destructions. On se retrouve avec un solde négatif de 100 000 emplois ». 

L’industrie souffre, le BTP s’effondre, les services commencent à être atteints et « même la R&D semble touchée ». Malgré tout, l’étude livre également quelques raisons de garder son sang-froid. D’abord, les destructions d’emploi ont malgré tout diminué l’an passé (-31%). Il faut notamment se méfier des faillites très médiatisées. Ces grands plans sociaux ne concernent que 7 % des emplois détruits. « Et dans ces entreprises, les salariés sont mieux protégés que dans les PME et les TPE. » Des entreprises liquidées loin des caméras.

La sinistrose est également une question géographique.

Si certaines régions, comme la Champagne-Ardenne, la Haute-Normandie ou la Picardie détruisent beaucoup d’emplois, d’autres témoignent d’une vraie vitalité. C’est le cas de l’Île-de-France,« centralisme oblige », où se crée près de la moitié des emplois français. Mais, dans une moindre mesure, Midi-Pyrénées ou les Pays-de-la-Loire affichent eux aussi un certain dynamisme. Contre toute attente, le secteur agro-alimentaire crée encore des emplois dans cette dernière région. « Mais c’est surtout l’aéronautique qui recrute. » Une branche implanté à la fois à Nantes et à Toulouse et qui possède une autre qualité, de plus en plus rare : des cycles longs. Les variations saisonnières ne la touchent pas. « Malgré tout, il n’y a plus d’emplois pérennes aujourd’hui, dans ce domaine comme dans d’autres. » La fin de l’emploi à vie a peut-être sonné, pas celles des opportunités d’emploi. A condition de choisir les secteurs d’activité et les territoires qui tirent toujours leur épingle de ce jeu délicat.        

Je vous laisse découvrir une méthode de préparation cohérente et structurée pour réussir vos entretiens d'embauche. 

Premier conseil, adaptez votre préparation aux attentes du recruteur !

Avant de vous faire une offre concrète, votre futur employeur (ou le recruteur) voudra invariablement valider ou appréhender quatre éléments, au travers des échanges que vous aurez avec lui (courriers, entretiens) :

◗ votre expérience : ce que vous savez faire, c’est-à-dire ce que pouvez concrètement lui apporter ;

◗ vos objectifs : ce que vous souhaitez faire, afin de s’assurer de votre connaissance et/ou compréhension du poste à pourvoir et de la solidité de vos motivations ;

◗ votre personnalité : vos qualités et défauts, leur impact sur l’environnement de votre employeur et leur adéquation avec le métier et l’entreprise pour et auprès desquels vous postulez ;

◗ votre valeur ajoutée : le rapport entre ce que vous offrez (votre expérience, vos connaissances et vos qualités) et ce que vous attendez de votre nouvel emploi (rémunération, responsabilités, etc.)