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The nature of jobs and businesses has changed by leaps and bounds over the last decade. Almost all jobs now require technical dexterity, many job roles like talent acquisition require new recruiter skills, and some roles are even extinct.  

With that, the role of recruiters has been changing as well. They play a crucial role in building an organization by hiring the right talent. 

At the beginning of 2020, none of us could have anticipated the changes we’d have to get used toThe COVID pandemic, more so, has forced everyone to take a step back and really assess the requirements of each role. Recruiters are also expected to adapt and change, not just to stay ahead of the game, but also to remain relevant in this fast-changing world. 

Here are a few recruiter skills that one needs to have to nail their roles: 

  • Marketing Skills: The majority of recruiters believe that marketing and sales skills are essential to be a good recruiter. Right from posting an advertisement about job openings to handling applications and queries on job portals and social media, recruiters need excellent communication and marketing skills. They need to showcase their creativity to attract more candidates. Attracting candidates online is like selling a product and having good marketing skills will make you more convincing. 
  • Data Analytics: Knowledge of data science is essential for a recruiter as data analytics software is widely used by companies for recruitment. Right from hiring, employee management to retaining talent, advanced analytics is used in every HR function. 
    Many companies are using cloud-based software to manage their HRMS and data interpretation is required to find the right candidates. To match up with IoT and automation in the recruitment process, recruiters need to know how to get the best outcome using data analytics. 
  • Listening Skills: To be an excellent communicator, a recruiter needs to be an excellent listener. Many of us only hear what the candidates have to say and do not listen carefully, which may result in misunderstanding the candidate’s expectations or requirements. Your hiring manager has a recruitment strategy ready and if you can understand their requirements, and bring on board the kind of talent they are expecting, you can call your recruitment successful.
  • Empathy: A recruiter needs empathy to understand if a candidate has the potential to deliver what the organization needs and does it match with their job expectations. A candidate could be desperately searching for a job under bad circumstances; hence a recruiter needs to walk them through the process. Be clear throughout so that they are happy to join you. Provide genuine and detailed information at each step as they would be building an image of your organization from the interview experience.  

  • Tech Savvy: Technology is an essential component of recruitment. Due to the pandemic, the recruitment process has become more dependent on technology. Therefore, a recruiter needs to be aware of the latest tech developments and get their hands on them. For example, recruiters still conduct assessments on paper when they can go for online skill assessment tools such as iMochaBeing able to use such tools effectively, helps recruiters hire remotely, and get accurate recruitment outcomes.  
  • Emotional Quotient: EQ is the measure of emotional intelligence and is considered more important than IQ in the workplace. A recruiter with high EQ is more stable and efficient at work. A high EQ portrays good leadership and negotiation skills. If the recruitment process has adopted artificial intelligence (AI) based technologies, the success of these technologies will depend on the recruiter skill set. 

Being a great recruiter means having a good balance of all these recruiter skills and competencies. The role of a recruiter is changing drastically and you need to be flexible and agile to nail the recruitment process. Hence, the key to successful recruitment is in having an attitude to learn and focus on development to do better than before. 


Priti Surjan
Priti Surjan
Priti Surjan is a Learning and Development Manager at iMocha. She's a passionate HR professional and a people's person. She strongly believes in power of learning and quotes that a day without learning is a day wasted. She's responsible for any and all L&D related practices at imocha. Her previous experiences have made her adept with nitty-gritties of all L&D related processes. When she's not working, she's either sketching or reading, or traveling to some corner of the world.

Topics: Tech Recruitment

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