For many companies, recruiters are crucial for finding and attracting talented employees, filling open positions, and growing the organization's overall workforce. On the front lines of the "talent wars," personnel recruiters are responsible for staying abreast of industry trends, reaching out to potential employees, and maintaining good working relationships with hiring managers. Personnel recruiters need a great deal of industry acumen and networking skills to consistently produce results, and many have a strong sales background. They must be able to connect with a web of contacts and 'close' deals between potential employees and the company.
Because they are so closely tied to their particular industries, personnel recruiters need to be aware of the organization's needs and job requirements within the firm. This becomes especially critical when hiring for advanced scientific or technological fields. They also need to be persuasive without being overbearing, persistent while still being practical, and selective without being unrealistic. As personnel recruiters are responsible for hiring new talent, hiring the recruiters themselves should be an important process for any company needing to stay ahead in the talent wars.
Assessments for Personnel Recruiters
Applicants will often produce statistics and references highlighting their accomplishments and qualifications. Perhaps even more revealing are their score reports from assessment tests. Tools that personnel recruiters administer to screen applicants can also be used to screen the recruiters themselves. Customers using Criteria Corp's pre-employment tests to help select recruiters generally use an aptitude test such as the Criteria Cognitive Aptitude Test (CCAT), which measures critical thinking and problem-solving ability, key skills that are highly correlated with job readiness. They also utilize personality tests such as the Employee Personality Profile (EPP), which measures twelve personality traits and evaluates job fit for many different positions, or the Sales Achievement Predictor (SalesAP), where the profile of successful recruiters often looks much like that of those who succeed in sales.
Source: U.S. Department of Labor