Why this matters:
Recruitment assistants are often tasked with identifying potential job candidates. The best recruitment assistants have go-to resources and tricks for finding them, like searching company databases, job boards, and professional networking groups. Ideally, they’ll also be comfortable cold-calling and messaging people about open roles.
What to listen for:
- Sense of initiative and ability to work independently
- Creative strategies for finding candidates, like posting on social media and searching for role-related keywords on networking sites
- An existing professional network to mine for candidates is a plus
Why this matters:
While interview questions about past experience, skills, and qualifications may depend on a given role, there are some general questions that apply to nearly every interviewee. The candidate will ideally be familiar with these standard interview questions and understand the importance of collecting as much information as possible about the interviewee during the screening stage.
What to listen for:
- Instinct to ask the interviewee why they’re seeking a new role
- Inquiry into the interviewee’s required notice period and ideal start date
- Question that asks about desired salary range and sponsorship needs
Why this matters:
Most recruitment assistants work heavily with human resources software. They’re often responsible for entering data into the company system, ensuring it’s organized and easily accessible throughout the recruitment process. The ideal candidate will already have some experience working with HR software or databases.
What to listen for:
- Ability to absorb new technology quickly
- Accountability when it comes to correctly tracking candidate and employee data
- Experience with the software your organization uses is a plus
Why this matters:
Recruitment assistants screen candidates to figure out if they’re a good fit for the role, but candidates also use these calls to decide whether the company is a match for them. As a result, the recruitment assistant may have to respond to difficult questions about a role or company. They should be able to tread a fine line between speaking honestly and portraying the company in a favorable light.
What to listen for:
- Instinct for determining whether a candidate and company are a right fit for each other
- Ability to strongly articulate the best qualities of a company, its employees, and the open position
- Willingness to honestly and transparently provide candidates with an accurate picture of the company
Why this matters:
Recruitment assistants are company representatives, first and foremost. Whether in an email or at a career fair, they’ll find themselves trying to convince people that their organization is worth applying to. Winning over reluctant candidates and people who aren’t even job hunting requires strong communication and persuasive skills.
What to listen for:
- Persuasiveness and ability to construct a strong argument
- Strong verbal communication and interpersonal skills
- Doggedness to achieve desired results, with a willingness to follow up with promising candidates
Why this matters:
Delivering bad news is an unfortunate part of any recruitment assistant’s job. Ideally the candidate will be comfortable performing this essential task, approaching it with empathy and consideration for the candidate. Doing so will increase the chances that the candidate applies again in the future and speaks favorably about the company to their network.
What to listen for:
- Ability to deliver difficult news in a positive light, emphasizing the strong aspects of the candidate’s experience and skills
- Strong interpersonal and verbal communication skills
- Genuine sense of empathy for the candidate
Why this matters:
Providing a seamless interview and recruitment process is critical for the success of your organization. Making a good impression on every candidate, whether or not you want to hire them, is important for a company’s reputation. The recruitment assistant should recognize their role as a representative of your organization and strive to leave a lasting mark.
What to listen for:
- Emphasis on transparency when representing the role and organization
- Ability to execute consistent communication, informing candidates of any updates in a timely manner
- A positive, upbeat attitude toward all candidates
Why this matters:
Some recruitment assistants correspond with dozens of candidates every week. With so many names and backgrounds to remember, candidates will need strategies for keeping everyone organized. Strong candidates will have sharp organizational skills and methods for continually updating candidates on the recruitment process.
What to listen for:
- Processes for staying organized, like creating lists of candidates for each role
- Specific organizational and project management tools, like digital calendars, task-delegating apps, and planners
- System for following up with candidates in a timely manner
Why this matters:
Assistants in any field are often asked to complete ad hoc tasks and projects by more senior team members in addition to their routine responsibilities. Strong recruitment assistants understand this and happily help their teammates. Standout candidates will not only fulfill these tasks but also proactively seek out ways to support their managers and team members.
What to listen for:
- Habit of asking teammates how they can be of assistance
- Sense of initiative when they see a task that needs to be completed
- Positive attitude and desire to lend a hand
Contact a sales consultant.