What Makes A Great Recruiter?

Concise Communication

In our experience, communication style is the number one reason recruiters are rejected after an interview. You're juggling multiple open roles, hiring managers and projects. Your role is insanely busy so you're destined to give surface level answers without preparation. 

It's really important to take the advice you'd give your own candidates. Prepare your examples in detail and refine them into a very short story using the follow structure:

CARL: Context – Action – Result - Learning
START: Situation - Task - Action - Result


The key to interviewing well is to be authentic and genuine with your answers. Reflect on your career. What went well, what didn’t, what you enjoy and what you can offer? Can you articulate lessons you've learned and feedback you're working on? Have you proactively looked for opportunities to learn new approaches?

Frame your examples with facts and feedback you've received to avoid overselling yourself. Know your value-add and strengths but be self-aware enough to know your faults. Go through your past performance reviews and speak to a trusted colleague or friend to get their insight.

Show your humility and growth mindset.


The ability to use data to drive decisions and influence change is key to becoming more than a transactional recruiter. Time to hire, source of hire, offer acceptance rates and candidate experience scores are just the basics. Go further and try to think about any times you optimised a process by analysing the available data.

How have you used data to evaluate the past, plan for the future and influence others to change? Presenting yourself as data-driven is the quickest way to show that you’re a credible business partner. There'll be times that you’ll have to make a decision without clear data especially in a start-up environment. Think about your approach in this scenario and how you might being order to chaos.


Life in a start-up or scale-up can be gruelling. How have you coped with constant change, lack of clarity and sky high expectations? Can you talk through how you managed an unexpected hiring spike or how you’ve driven a project through the painful implementation and iteration stage?

It's important to be prepare examples to show how you've persevered and picked yourself back up after a setback. You need to show that you can tackle problems and present solutions with a positive mindset.  


Prepare examples to show how you build a pipeline of talent ahead of headcount, how you've identified gaps in a process and how you've influenced others to make a change. When did you last highlight something that could be improved? Have you fought to make this change and influenced others or just let it go? 


Tech will continue to shape how companies recruit but can't replace the personal touch that is needed to build genuine relationships and attract the best talent. Consistently creating amazing experiences for candidates and hiring managers takes empathy. What have you done to improve your candidate and hiring manager experience? What have you learned from times that you dropped the ball?