5
Must-Have Skills That Job Recruiters Look For in Every Candidate
Sometimes our clients will provide us with
about five non-negotiable criteria for candidates to meet; skills they must
possess or experience they have to have to be considered for a specific role.
Of course this varies across positions and companies, but there are several
items we see cropping up again and again. I compared notes with the other
recruiters in our office to come up with those criteria we are asked to
identify most frequently these days.
1. Leading up, down, and across
For directors it’s not just about management
anymore. It’s all about leadership. Have you honed your management style in a way that
inspires others and makes them want to follow you, not just listen to you? Have
you looked for training and mentors? Good managers don’t just turn in your
review and manage time and expectations, they develop talent and motivate their
team to strive further and achieve more. Our Vice President, Kassie Wilner, adds that the ability to “use your influence to
gain consensus cross-functionally and build effective relationships across
divisions in a matrix corporate structure” is a skill that she sees coming up
again and again.
2. Social media experience
In addition to having experience managing
social media for a company, Vice President, Jenn Saldarelli broadens this qualification to include
the necessity that “candidates have an established online presence.” A polished
and well-packaged digital voice will add to your candidacy. You want to be a
part of the conversation and this is one of the easiest ways for the hiring
party to screen your writing and creativity before deciding whether to meet
you.
3. Gravitas
There is an intangible element that comes up
a great deal with our clients. They often speak of it when referring to the
need for a new hire to be able to interact with executive-level business
leaders. They are looking for a personality and poise that can communicate with
big clients, with donors, and with those in the C-suite. This is a difficult
trait to develop but you can work to eliminate extraneous physical and verbal
habits and enter a room with confidence rather than arrogance or deference.
4. “Change agent” experience
In his great
article on this topic, consultant Glenn Llopis
says, “If leaders don’t feel comfortable with renewal and reinvention, they
will begin to lose their impact and influence quickly.” Have you been in a role
that required you to identify opportunities for growth and make recommendations
for new ways of operating? Have you had experience advocating for new
initiatives? How about increasing people’s ability to manage future change?
This kind of experience will serve you well in our rapidly evolving industry.
5. Content strategy
Candidates who can help a brand or an
organization better tell their story and engage with customers online bring
experience that is highly valued right now. As companies seek to be their own
publishers, they need to make hires who know how to create and curate content.
There are, of course, many other areas of
expertise that hiring managers are looking to identify. This is just the short
list of criteria we are asked to look for most often. We would encourage you to
strengthen these skills and consider how you can frame the experience you do
have around these core qualifications.
Amy Segelin
http://fortune.com/2017/02/18/job-recruiters-candidates/?utm_medium=email&utm_campaign=botw_20170226&utm_source=blueshift&utm_content=botw_20170226_a&bsft_eid=428e8fae-f144-4233-a8c6-0495d123e3e0&bsft_clkid=866b545e-f2f9-4ba4-92e2-d2c60f5fe651&bsft_uid=d4f9562c-4347-49cb-9544-373dd1f2b1f3&bsft_mid=5395d2ef-cd80-4385-92a8-bcc425c3eec3
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