What are some examples of behavioral competencies that you look for in corporate recruiters?

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Behavioral competencies are the skills, attitudes, and behaviors that enable corporate recruiters to perform their roles effectively and contribute to the organization's success. They are often assessed through competency-based interviews, which are designed to evaluate how candidates have handled specific situations in the past and how they would approach similar scenarios in the future. In this article, we will look at some examples of behavioral competencies that you look for in corporate recruiters and how to measure them with relevant questions and answers.

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1 Communication skills

Communication skills are a must for corporate recruiters, as they have to interact with various stakeholders, such as hiring managers, candidates, and external partners. They must be able to communicate effectively, both verbally and in writing, as well as actively listen, ask appropriate questions, and provide constructive feedback. When asked competency-based interview questions regarding communication skills, you should be prepared to talk about a time when you had to communicate a complex or sensitive message to a candidate or hiring manager and how you prepared and delivered it. Additionally, you should be able to explain how you tailor your communication style to different audiences and situations, as well as a situation when you had to deal with a difficult or angry person and how you handled it.

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Jason Matuska, PRC, CDR, CIR, ACIR, CSMR, CTR, CASR

Senior Technical Recruiter @ Prudent Engineering | Advanced Certified Internet Recruiter | Certified AI and Sourcing Recruiter | Certified Professional Recruiter | Certified Military Veteran Recruiter | Closer
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Communication Skills: The ability to clearly and effectively convey information, both verbally and in writing, to candidates, hiring managers, and team members. Interpersonal Skills: Proficiency in building and maintaining relationships, understanding others’ perspectives, and managing interactions with candidates and stakeholders. Problem-Solving Abilities: The capacity to identify issues, analyze situations, and develop creative solutions to overcome recruitment challenges. Adaptability: Flexibility in responding to changing priorities and adapting to different recruiting scenarios or organizational needs. Attention to Detail: Precision in managing candidate data, job requirements, and compliance aspects to ensure accuracy.

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Melanie Mitchell Wexler

Career Coach - Empowering Mid to Executive-Level Professionals to Achieve Purpose-Driven Career Transitions | Resume, LinkedIn?, Job Search & Interview Specialist | Former Recruiter
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Effective recruiters should possess strong verbal and written communication skills to engage with candidates, hiring managers, and other stakeholders. Look for their ability to articulate ideas clearly, actively listen, ask insightful questions, and adapt their communication style to different audiences.

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Susan M. King

?? Global Human Resource Management | HR Consultancy | Talent Acquisition | Change Management | HR Transformation | Performance Management | Process Optimization | Panelist Speaker | Coach | Author
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I agree with communication skills, but in doing so they must skilled in active listening, ask probing questions and build rapport to father information and assess candidate's suitability. I also agree with relational skills as in relationship building. Recruiters need to establish and maintain strong relationships with candidate's, colleagues and external stakeholders. This requires a recruiter being interested in people, demonstrating empathy and fostering trust and credibility. Another important behavioral competency is adaptability. Recruiters must adapt to the changing recruitment landscape, like quickly learning new technology on application tracking, how remote work has impacted hiring practices.

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2 Relationship building

Relationship building is a key competency for corporate recruiters, as they must establish and maintain trust and rapport with parties involved in the recruitment process. This includes networking effectively, identifying and leveraging potential sources of talent, and fostering long-term relationships with candidates and clients. Moreover, recruiters must be able to collaborate and cooperate with other recruiters and team members, as well as resolve any conflicts or issues that may arise. When asked about relationship building in a competency-based interview, one should be able to answer questions such as: how do you build and maintain relationships with candidates and clients? How do you source and attract passive candidates ? What strategies and tools do you use? How do you work with other recruiters and team members? How do you share information and resources? How do you handle disagreements or differences of opinion? Examples of successful relationships developed or maintained in one's previous or current role should also be provided.

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Melanie Mitchell Wexler

Career Coach - Empowering Mid to Executive-Level Professionals to Achieve Purpose-Driven Career Transitions | Resume, LinkedIn?, Job Search & Interview Specialist | Former Recruiter
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Corporate recruiters need to establish and maintain positive relationships with candidates, hiring managers, and colleagues. Look for their ability to build rapport, demonstrate empathy, and establish trust and credibility. Effective relationship builders are skilled at networking, collaborating, and maintaining long-term connections.

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3 Results orientation

Results orientation is the competency that reflects the ability and motivation of corporate recruiters to achieve or exceed their goals and targets. They must be able to plan, prioritize, monitor, and evaluate their performance, and take corrective actions if needed. Furthermore, they should demonstrate initiative, creativity, and problem-solving skills, as well as be able to cope with challenges and changes in the recruitment environment. When it comes to competency-based interview questions and answers for results orientation, some examples are: How do you set and track recruitment goals and metrics? What tools or methods do you use to ensure that you meet or exceed your expectations? What was the result when you faced a challenge or problem in your recruitment process? How do you handle changes or uncertainties in the recruitment market or organization's needs? Give an example of a change or uncertainty that you have dealt with successfully.

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4 Customer focus

Customer focus is the ability and willingness of corporate recruiters to understand and meet the needs and expectations of their internal and external customers. To excel in this competency, recruiters must be able to conduct thorough needs analysis, provide customized solutions, and deliver high-quality service. Additionally, they must be able to solicit and act on feedback, anticipate and prevent potential issues, and ensure customer satisfaction and loyalty. When asked about customer focus in an interview, recruiters should be prepared to explain how they identify and assess customer needs, provide high-quality service, handle customer complaints or concerns, and measure and improve their service quality. Examples of customer needs or expectations that have been identified and met should also be provided.

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Melanie Mitchell Wexler

Career Coach - Empowering Mid to Executive-Level Professionals to Achieve Purpose-Driven Career Transitions | Resume, LinkedIn?, Job Search & Interview Specialist | Former Recruiter
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Recruiters serve as the primary point of contact for candidates and hiring managers, requiring a strong customer focus. Look for individuals who demonstrate responsiveness, provide exceptional service, and understand the needs of both candidates and the organization. Effective recruiters are skilled at managing expectations and delivering a positive candidate experience.

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5 Learning agility

Learning agility is a competency that reflects the ability and willingness of corporate recruiters to learn from their experiences and apply their knowledge and skills to new or changing situations. They must demonstrate curiosity, openness, and flexibility, as well as seek out opportunities for personal and professional growth. Furthermore, they need to be able to cope with ambiguity and complexity while embracing feedback and change. When asked competency-based interview questions about learning agility, recruiters should be able to explain how they keep up with the latest trends in the recruitment field, how they learn from successes and failures , and how they handle new or unfamiliar situations or tasks. An example could be a recruiter who has used feedback to improve their performance or has handled an unfamiliar task by approaching it with curiosity.

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Melanie Mitchell Wexler

Career Coach - Empowering Mid to Executive-Level Professionals to Achieve Purpose-Driven Career Transitions | Resume, LinkedIn?, Job Search & Interview Specialist | Former Recruiter
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In today's data-rich environment, recruiters should be able to leverage data and analytics to make informed decisions and improve recruitment strategies. Look for individuals who can collect and analyze relevant recruitment metrics, draw insights, and make data-driven recommendations for process improvements.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Melanie Mitchell Wexler

Career Coach - Empowering Mid to Executive-Level Professionals to Achieve Purpose-Driven Career Transitions | Resume, LinkedIn?, Job Search & Interview Specialist | Former Recruiter
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The recruiting landscape is dynamic, and corporate recruiters must be adaptable in their approach. Look for candidates who can quickly adjust their strategies to changing circumstances, handle multiple tasks and priorities, and thrive in a fast-paced environment. Assess their ability to think on their feet and embrace new technologies and tools.

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What are some examples of behavioral competencies that you look for in corporate recruiters?

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1 Communication skills

2 Relationship building

3 Results orientation

4 Customer focus

5 Learning agility

6 Here’s what else to consider

Corporate Recruiting

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