Are you a Modern Recruiter?

In a recent post written in The Undercover Recruiter, there was a very simple infographic that shows what the modern recruiter looks like. –http://theundercoverrecruiter.com/modern-recruiter-artist-scientist/.

The Infographic divides the recruiter into the artist and into the scientists, demonstrating the need for recruiters to show both a creative (artistic) approach as well as a more methodical (scientific) approach.

On the side of the artist, the importance is put on recruiters to be matchmakers, marketeers, talent advisors and sales people. On the scientist’s side, the importance is placed on the recruiter to be a psychologist, technologist, researcher and at the top a “data nerd”.

A “data nerd”, is not normally a quality you would associate with an internal or external recruiter but the importance of this must not be underestimated. On the info graphic are the words ‘Data Nerd – They live and die by the mantra “If you can’t measure it, you can’t manage it.” They know that numbers and data will not only help them make better decisions but will also earn the trust of others in the organization.’ Once again, this is point that mist not be forgotten.

A way to demonstrate this would be to imagine a recruiter trying to qualify the communication and English skills of a perspective candidate. Any recruiters or managers who have to recruit or manage staff from countries where English is not the first language will understand that in many instances, the need to communicate is actually above the need of many of the skills required to do the job.

Commonly, a “typical” recruiter will contact the candidate on the phone and try to access the English skills of the candidate. Leaving aside the issue that in many cases, the internal recruiter may not have the English language skills to be able to access the skills of perspective candidates, there are still difficulties with this approach. This includes the issue that this method does nothing to test the written or reading capabilities of the individual (although it may be an important part of the job).

Trying to quantify the English communication ability of a candidate is difficult for anyone without numbers or benchmarks. The recruiter may explain that the communication skills are “good” or “excellent” but what does this really mean? The perspective of what is “Good” and what is “excellent” can vary greatly from one person to another, from one business to another and indeed one country to another.

Going back to the “modern recruiter” info graphic, the point about data earning you the trust of others is important. The solution to trying to quantify English ability is in English testing. There are many types of English testing most of which correlate with the guidelines stated in the Common European Framework of Reference for Languages. A list of these testing services can be found in the following link:http://en.wikipedia.org/wiki/List_of_language_proficiency_tests#English.

The reason why it is impractical to use many of these tests is due to the cost involved with the services. Recruiters will know that there is a continual requirement to look at methods of driving down recruitment costs and expensive English testing services are an unwelcome addition to those costs.

We do think that recruiters are starting to see Examagram as a credible solution to this issue. As it correlates with the Common European Framework of Reference for Languages scoring system, it offers quantifiable and accurate results as well as detailed descriptions that will allow recruiters to offer the service that will gain credibility within their organization. This service appeals to the “data nerd” that is sitting within every “modern recruiter.” As the service also allows the modern recruiter to send the details to a third party (line manager or colleague) via e-mail the line manager and the recruiter can analyze the performance. This is done against the rest of the world and others from within that country, once again feeding that desire for tangible results driven data that any “modern recruiter” desires. It is the ultimate value add for any recruiter as at no stage of the process is there any cost

Looking back on the Info graph, many of the characteristics of the “modern Recruiter” intertwine with each other. By being the “data nerd” it gives you the ability to be the “marketeer” and the “salesperson” gaining credibility from both candidate and line manager. Recruiters become the “technologist” (by using online tools) in order to become the “researcher” and ultimately the “matchmaker”.

 

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