Think you're a rockstar recruiter? Think again!

Buckle up - we're in for an educative and fun ride.

Still thinking you're a cool recruiter?

Hi friend, it's The funny Recruiter here - this time, with a more serious article - that (perhaps) leads us to introspection.

Do you want a little gamification? Easy peasy - bring a pen (even an imaginary one) and see how many points you check out from what you read below. This post is going to be longer, but trust us, it’s worth staying till the end (if you discover you didn’t like the article, we’ll buy you a beer. If you do, you can buy us a coffee)

We'll start with a basic topic - and although it seems simple, it's damn hard and complicated - What skills/qualifications should a recruiter/IT recruiter have?

You don't have to take our word for it - we've asked people from the community - and you'll find out what they think in the article.

Either you're in university and want a career in recruitment, you're on your first job, or you've simply lost yourself and often wonder "Am I a good recruiter?" - here are some things you can consider.

1. Communication and empathy - it's important to adapt and speak the candidate's language (especially in the IT area) - be able to provide relevant, complete information (as much as possible), have a positive vibe (no one wants angry people ruining their day) and importantly, actively listen - often, you can end up being a mini counselor/psychologist - and that's ok - it means the person trusts you.

M. from the Software Industry said: "I like informed recruiters who can give details about the role (not necessarily technical things, but at least administrative information about the working method, budget, some benefits, etc)." also, M said: "I had applied for a role where it was not written whether the work was on-site or remote. Naturally, at the first meeting I asked this question and told them that due to health issues, I prefer remote or 1-2 days away from the office jobs. I still remember the recruiter's answer: that the role is on-site and that I should have asked this at the beginning so as not to waste her time, that they don't hire "sick or disabled people".

A & S both from the Recruitment & Social Media Industry set as 1st in their top priorities: "communication”

C. from the Recruitment Industry said: "Empathy - connect with the candidates and be present"

C. from the Software Industry said: "The recruiter should create that space of safety and relaxation. Everyone is stressed at the interview, and you can only assess the person in front of you after the stress "masks" come off. "

R. from the Software Industry said: "Charisma - to be able to conduct the discussion in a relaxed and friendly manner, but at the same time to be able to communicate to you through the correct presentation of information without omissions/errors that the discussion is a serious one and that the offer really presents an opportunity for you as a possible future employee."

I. from the Sales Industry said: "Consultative approach to the project - detailing role/company/development/culture - a recruiter who knows and conveys info about the company, not just requirements and JD is appreciated."

A. from the Software Industry said: "To communicate simply and naturally. We're all human." – who knows though, you might be speaking through an AI tool.

V. from Retail Industry said: "The conversation to be a "friendly" one, not an interrogation."

B. from the Tech Industry said: "How to have a conversation with the future employee by discovering them in more original ways than "Where do you see yourself in five years?" or "Why did you apply for this job?"

K. from Tech Industry said: "Communication and patience - The candidate is not just a pawn. You can network with all people, not just the CEO of a company. Understanding the candidate's needs through active listening also helps you as a recruiter to select the right people."

I. from the Recruitment Industry said: "I don't appreciate recruiters who ask irrelevant questions such as why you want to change your current position when the recruiter approached me and I am not open to work."

C. from Tech Industry said: "What I don't like about a recruiter is not listening to me when I talk. Being distracted by the screen, the clock, the phone, what's around. Even in online interviews, it's very clear when someone is doing something else and not giving you their attention. Do you have something urgent to take care of? No problem, we're all human. Tell me you need a minute and we'll take a break, but don't pretend you're listening. "

Different approaches, same message.

2. We move on to a painful point - transparency and feedback - which doesn't need any introduction - but I feel like it needs to be discussed. Transparency requires trust, knowledge and responsibility. It seems to be one of the key points that candidates see as important aspects of their relationship with the recruiter.

But it's not always as it seems. Surely every candidate deserves to know the good and not-so-good parts of a job - but what about situations where even recruiters don't know the real situation? Isn't he/she a good recruiter anymore? Not really.

What are our recommendations?

- Try to get as much information as possible about the company, role, process, budget, etc. (if you are not an internal recruiter)

- Try to communicate regularly with the candidate

- Don't hide important aspects about the job (e.g. there is on-call, working in a different time zone, no remote work, etc.)

- Don't send a candidate if you know he or she is not suitable for the role (be honest)

- I know that sometimes we forget feedback - I've been there (guilty) - but what I see critical is not responding when the person writes to you asking for it.

and the list can go on ... but let's see how people from the community view this transparency.

Spoiler alert - People talked about transparency and feedback in every message we received (and there were over 30).

V. from Tech Industry said: "I don't like recruiters who don't give feedback about the job - negative or positive it doesn't matter, it's working with people, after all, and maybe from that feedback that person realizes what mistakes they are making and maybe finds solutions in the future to how they present themselves in an interview."

A. from the Recruitment Industry said: "Lack of Response: When I don't get responses or updates, it makes me feel ignored and unappreciated."

S. from the Logistics Industry said: "What I don't appreciate from a recruiter is the fact that they always assume that they will get back to you punctually with feedback or a phone call/message and then total and permanent silence."

A. from the Automotive Industry said: "Transparent, even if maybe the truth hurts"

V. from Retail Industry said: "From my perspective, the recruiter ghosting after the interview is a no-go for that company."

C. from the Tech Industry said: " The recruitment process automatically involves some unspoken and hidden things, but being honest can shorten the process and make it more transparent. No chance of getting hired? Tell me up front, not "I'll let you know". No budget? Tell me."

A. from the Tech Industry said: "To me, it is a sign of carelessness not to get feedback, even though I messaged back and asked."

3. Knowledge of industry/role/technology (in the case of IT industry) - Because it sucks when you don't understand - and you don't have the curiosity to look it up and understand it.  Yes, every industry has its secrets. And nobody says you can't understand - but when you want to, prepare because it takes effort, time and obviously, desire.

A recruiter must be curious. No matter if he/she has just started his/her career or has 10+ years of experience.

And because our expertise is in the IT industry, here are some tips:

- It's important to understand technologies, versions, frameworks, and niches - at least the most popular and common ones (P.S: Java is not Javascript)

- It is important to understand both internal and commercial names - as well seniority levels

- You can't go to a software architect with a developer role (I mean obviously you can, but it may offend the person and his/her experience)

-"Collect" and understand as much information about the role as possible - the more relevant, the better.

- Understands the market and companies

- Constantly adapt and look for anything that you don't understand - ask your technical colleagues to understand better

- Pay attention to the details in the candidate's CV or LinkedIn profile

So you can see we're not lying, we have the proof :))

K. from the Tech Industry said: "It's disappointing when the recruiter contacts you for a position they have no idea about. Working in cyber security, I hate for example the criteria of selecting candidates based on certifications that are not relevant to the position. You can't sell a product without knowing what you're selling."

H. from the Tech Industry said: "Experience and expertise in the industry. I would like the recruiter to have a good knowledge of my industry and relevant recruiting experience"

A. from the Tech Industry said: "It's important that the recruiter understands the industry."

A. from the Tech Industry said: "I didn't understand exactly what they wanted from me or what they needed and it wasn't because I wasn't skilled. It was simply that she didn't seem to know the industry and role, so we couldn't have a clear discussion about what was wanted, it seemed like she just read JD and started looking."

S. from the Recruitment Industry said: "Curious - I think this is one of the most important qualities any professional can have."

C. from the Tech Industry said: "A recruiter should be competent in the first place. And I don't just mean the recruiting part, but to have a minimal knowledge of the industry they are recruiting for. I've met recruiters who think Java and JavaScript are the same thing and this not only makes the recruiting process more difficult, but both parties waste time and accumulate frustration."

Phew. We’re just half-way there, as Bon Jovi said, the second part will shed a light on what it means to be authentic and how valued is that skill in a recruiter, perspective given by people in our community. Stay tuned!