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Interviewing an In-House Recruiter? Key traits and competencies you need to know
Regardless of the vacant position you need to fill, the importance of effective interviewing cannot be underestimated. It is essential that you capture all the things you need to know about someone, including relevant skills, applied experience, and whether they are a suitable cultural fit.
These rules don’t change when it comes to interviewing an In-House Recruiter either. Don’t be fooled into thinking that just because they know what an interviewer wants from a candidate that they will be forthcoming with every piece of information you require.
With this in mind, here are the key traits and competencies you need to know when interviewing an in-house recruiter.
Why do you need an In-House Recruiter anyway?
In-House Recruiters are often a critical component of many a business’s hiring needs. Not only responsible for talent acquisition (TA), they will also act as an ambassador for the company, both in and out of office hours. For example, In-House Recruiters often attend industry events and are visible on social media.
That being the case, your In-House Recruiter needs more than just job competency. They also need to exhibit certain traits, which suit your organisation’s culture and strengthen its brand identity from a talent perspective.
This is something that Tony Hsieh, CEO of Zappos, puts front and centre when describing how culture can be used to secure the best talent. As he explains:
At Zappos, we really view culture as our No. 1 priority. We decided that if we get the culture right, most of the stuff, like building a brand around delivering the very best customer service, will just take care of itself.
Key traits and competencies
In our ‘The Many Faces of the In-House Recruiter’ infographic, which included a number of varied roles from Finance Manager to Psychologist and sportsperson, we touched upon several key traits and competencies. These included:
- Financial knowhow – The ability to manage a budget is imperative. In-House Recruiters may also need to calculate ROI and identify ways to be more cost-effective.
- Legal knowhow – In-House Recruiters must understand the basics of HMRC compliance for candidates work status, immigration, and employment law.
- Creative flair – In order to create captivating job descriptions, specifications, and ads. This can also come in handy when it comes to communicating with the candidate and stakeholders too.
- Ability to market and sell – A strong presence on social media can increase exposure and enhance interest. This can morph into sales when trying to convince candidates, or win over stakeholders.
- Analytical mind – Along with drawing insights from research and reporting, an analytical mind can also be utilised for recommendations on trends, innovation, and market forces.
- Multi-tasker – The multifaceted In-House Recruiter must be able to manage many streams of work, lines of communication and expectations.
- Drive and determination – It helps if your In-House Recruiter is naturally competitive, as this means they will always strive to find the very best talent.
What to be wary of
In another piece of Talent Heroes content, this time about creating an awesome interview experience, we highlighted the things you don’t want hiring managers to display in interviews. The same can be said for would-be In-House Recruiters. Be wary of:
- The Nonchalant – Outwardly casual and calm, but this lack of interest and enthusiasm in the job won’t lead to the best hires.
- The Narcissist – An egotistical admiration of their own attributes. Your In-House Recruiter should be fully focused on others, not themselves.
- The Slob – Late, scruffy, hasn’t read the job description. In-House Recruiters must be willing to go the extra mile for your business.
- The Textbook – Overly formal and lacks personality. As mentioned earlier, a good cultural fit is imperative.
Conclusion – More than just a recruiter
Never lose sight of the fact that In-House Recruiters don’t just recruit, they are lots of different things to lots of different people, or at least they should be. This is why we place such an emphasis on the above competencies and traits. Without them, your In-House Recruiter will only be their namesake and not much else.
Food for thought
Word of warning – take your time when it comes to interviewing your In-House Recruiter. Get it right first time around and there is no danger of wasting your precious time, effort, or resources.
Talent Heroes is a people business. We’re contracted by clients to work in house, attracting and hiring an unlimited number of staff, for an all inclusive monthly fee.