If there is a single thing that differentiates a good recruiter from a great recruiter then it is how great recruiters pay attention to each detail.

A great recruiter is a complete control freak, who has a Type A personality instead of Type B. The Type A recruiters are those who actually sweat for the company and its employees. They do more than finding suitable candidates’ profiles, collecting resumes or sending e-mails.

All excellent recruiters should understand that recruiting and hiring process is of high importance for each company and job applicant and they should act humane and kindly while conducting a job interview.

In today’s tech age, a great recruiter does not hide behind a technology but uses it to do their job in the better and more efficient way.

Great recruiters believe in never-ending learning and continue to learn every day in order to become better at their job.

If you wish to become a badass recruiter – continue reading below to find out the skills, qualities, and habits of such recruiter, as well as what you can do to become one.


Regardless of whether they are hiring for talent or for experience, great recruiters are ones who understand that the best way to drive successful outcomes is completely based on their ability to exert as well as maintain control over all stages of the hiring process.

The recruiters who control the hiring process are not shocked when a candidate does not show up for the interview or when they decide to drop out of the process, nor are they personally affected if a candidate declines the job offer.

Some candidates are over-promising and under-delivering while some recruiters are boastful and exaggerative. Recruiters are usually the first who get to meet the new potential employee of the company; hence, their honesty and integrity are essentialtomaintaining the candidate’s interest in the employer.

If the recruiters are not straightforward at the first stage, the candidates will lose trust and confidence in the company.

The best recruiters understand that the only way that they can influence the candidates and get successful results is by understanding the issues and doubts of their candidates, which is why they try to maintain a healthy conversation throughout the hiring process.

Some even say that in order to become a talent acquisition practitioner and an exceptional recruiter, you have to know every important detail about the candidate.

One of the main cause of disconnect between the recruiters and candidates is the lack of honesty from both the sides.

Google has become one of the best sought-after workplaces in the world with more than 2 million job applications a year.

Laszlo Bock, who is the Senior Vice President at People Operations at Google, disclosed in this video the pitfalls and secrets of the “self-replicating talent machine” of the search giant.

He also speaks about how an organization could become a great place to work.

Director Anne Radonich, a marketing whiz from recruiter.com, points out in a YouTube video top five skills that she believes all recruiters must acquire to better themselves, become the best recruiter within their industry, and to show their employers how to search for the best candidates.

We are suggesting the following eight skills are also important.

  1. Problem-solving skills – There is no question whether you will encounter problems during recruitment process or not – you will! Everyone faces few problems during their work but it is the way of how you deal with them that is important. The amount of time you take in solving the problem is an important factor. You must be a good problem-solver to be a great recruiter.
  2. Communication skills – If you are going to talk to many candidates and recommend them to the hiring managers then it would be better if you know how to communicate properly. Whenever you feel like you are over communicating, then you feel like this possibly because you are communicating just enough.
  3. Marketing skills – If you want candidates to see you as their recruiter then they have to know that you are a recruiter. This means you will have to market yourself as a recruiter. If the candidates have heard of you before you contact them, then they are more likely to choose to work with you as their recruiter over other recruiters that they never heard about. So, a recruiter who is a good marketer always has an advantage over other recruiters who are not good marketers.
  4. People skills –You will be constantly contacting people on both ends of the placement process. You would be talking to the hiring manager about the candidate and to the candidate about the company. Both the hiring manager and candidate have the power to refuse what you are offering. Hence, the recruiter must have people skills to deal with it.
  5. Sales skills – If you are a recruiter then you are required to have the characteristics of a salesperson as well. Recruiting is, in fact, one of the most difficult sales jobs. A recruiter is a salesperson because he or she has to sell multiple ideas to several people. In addition to this, they have to continue selling despite various rejections.
  6. Negotiation skills – A badass recruiter always knows how to behave during negotiations and they do this with the help of their persuasion skills. These skills are very important in all of the stages of the placement process but it is the last stage – the offer stage – where they are the most important.
  7. Time management and planning skills – Without proper management of time, you cannot succeed in anything whether it is a job of a teacher, a doctor, a lawyer or a freelancer. The same applies to recruiters as well. Any good recruiter will waste his own money if he or she wastes time. The way a recruiter manages his/her time relies on the way their firm, as well as their business model, is structured.
  8. Workforce planning – One of the growing skills of recruiters these days is workforce planning. Many recruiters will have this skill because they have already helped the hiring authorities in planning for the current as well as future hiring requirements. This LinkedIn e-book shares more of the recruiting skills whose demand is growing.


Besides the above-mentioned skills, great recruiters must possess some qualities as well, such as:

  • Patience – In the process of becoming a great recruiter, you must have patience. Someone once rightly said that patience is a virtue. In order to be a badass recruiter, firstly learn how to control your emotions and how to be patient with both your candidate as well as the hiring authority. A few things that happen in the placement process may anger you, like the delay in the interview process or late recruiter fees, but the that is the best time to show the world how patient you are with your clients and your candidates.
  • Confidence – There is no doubt that confidence attracts people and recruiters who have confidence and confident recruiters find it easier to attract people than recruiters who lack confidence. If you do not persuade people, they would not listen to you. In addition, without confidence, you would appear unsure of things, which will create a negative impression on the candidate. Hence, to persuade potential hiring managers into giving you a job order, you must build up your confidence and believe in yourself and in your work.
  • Professionalism –It is a fact that some recruiters are not professional. Possession or lack of professionalism is a part of your branding as a recruiter. People are more likely to do business with you if you brand yourself as a professional in the recruitment field.
  • Persistence –Persistence, and patience are the twin sisters who go hand-in-hand. They cannot be separated because without patience, there is a lack of persistence and vice versa. It is not important that you score a good client on the first try. The process may take time and you must be patient to get used to it. Not everyone wins the battle in the first fight, it takes time and you must be persistent and patient to win it. A great recruiter has this characteristic, which is why he/she is better than the other recruiters are.
  • Dependability – Dependability is related to professionalism as well because both the qualities are dealing with branding. Good things will happen to you and your company if you prove yourself as a dependable recruiter. Candidates will start treating you as their partner and career coach during their job search if you are dependable. Also, people would want to work with you even more and give you more job orders if you make them realize that you are dependable.
  • Comfortable with risks and chaos – There is no job in this world that comes without a risk and there is hardly something riskier than working on commission. It is risky because you have no base salary so you get no money if you do not make a placement. You have to be completely fine with these risks if you want to be a great recruiter.


You are now familiarized with the most important skills and qualities required for becoming a great recruiter, but it is beneficial for you to find out and also acquire the habits of a great recruiter:

  • Spend time on the phone – A great recruiter knows the importance of phone time. They know that the more they are on the phone; the more they will be paid. The great recruiters spend so much time-being on the phone and talking to people, that being on the phone becomes a habit they practice every day. A discipline is much needed especially for making recruitment business development calls, but you won’t regret it this becomes one of your good habits.
  • Plan – Ever heard the quote, “If you fail to plan, you plan to fail”? Well, it sits very well with the recruitment business. You must always plan for the day. Planning your schedule not only makes all your work easier, but it also allows you to complete all the work on time.
  • Prioritize You must know the value of everything that affects or influences your business. As a recruiter, you must also know which candidates are close to their offer stage and which deals are about to close. Some recruiters have a tool to identify the deals that are close to being filled. If the recruiters know all these details, it becomes easier for them to allocate their resources and time on a day-to-day basis. Remember that you must know what the monetary value of each of your work activities is, but do not forget what is valued more than money as well.
  • Stay in touch with the trends –The only constant is the change. One must ask themselves if their recruiting methods are in a need of change and if they are any more efficient recruitment methods that can assist them even further. Same goes for changes in the trends to channels of communication – of course, there is no substitute for face-to-face encounters, but it is good to have in mind the latest telecommunication and VoIP technologies.
  • Expand your circle – It is a good habit to devote a certain amount of your time in trying to expand your circle of contacts. Make networking efforts to profile potential clients out there and try to win them over. The clientele will shift from one business to another whether they are not satisfied – maybe the client you are looking for is also looking for you, you just must be out there to meet them.
  • Be on social media – The badass recruiters are ones who are making contacts with potential new candidates and new employers all the time. According to Aberdeen Group, the best-in-class companies are almost 1/3rd more likely to engage with candidates on social media. In 2018, the use of social media tools, investment in social media strategies and recruitment marketing will reach the higher numbers ever. Here is the link to the complete research.

According to a paper by Jobvite, only 4% of recruiters do not use social media in the recruiting process. Other 4% are not sure whether they use or not while 92% are sure that they use social networking sites:

  • 87% use LinkedIn
  • 55% use Facebook
  • 47% use Twitter
  • 21% use YouTube
  • 14% use Google
  • 13% use Instagram
  • 3% use Snapchat.

If you are interested in becoming a top recruiter (and a top salesperson), the above are the skills, qualities, and habits that you must acquire.

But, how do you do that?

Well, doing the below things will help.


Become a super-freak 

Firstly, by now you should know whether recruiting is a job that you are interested in or not.

You must like the job you do; otherwise, you would only do it for the money, which – with time – will stop being interesting to you.

Recruiting can be a job for you or it can be a career, you must be sure about what you want it to be.

A super-freak is one who loves what they do and are insatiable. If you are a recruiter because you love doing it then you will be careful while doing your job; whereas, if you are doing it only because of the money, you will be careless and uninterested.

Recruiting – as a career – will take time to master but the satisfaction that you will get at last would be worth the time and effort. You will be handsomely rewarded at the end and will make several lives change with your every decision.

Know the answers to even the toughest questions raised by candidates

The badass recruiters are the ones who know the correct answers to all logical and common questions that candidates might have.

During the offer and talent attraction process, there are many questions that are raised by the potential new employees.

The best recruiters expect these questions and are ready to answer them, while the average or bad recruiters are unsure about how to answer those questions or even “if they should answer those questions at all.”

The badass recruiters stay alert and proactive during the talent attraction and job offer process and try to overcome all hindrances and issues that come their way.

The first thing that the great recruiters ask themselves is “What may prevent this potential employee from accepting a position we are offering at our company?”.

While extending an offer, recruiters may have to encounter several hurdles like salary negotiations, relocation issues, work-life balance, etc. which is why it is important for them to understand the requirements of the candidate.

They are required to know what the candidates would want or would expect in their offer letter. One way to solve this problem would be being quite upfront and realistic about the opportunity. The badass recruiters would never undersell the requirements or oversell the position.

They must address and acknowledge the concerns of the candidates honestly. By doing this, the recruiters will only build more trust and remove all roadblocks between achieving their ultimate goal.

Accompany the candidate

One of the most important but also the most ignored practice that differentiates a good recruiter from the great recruiter is a walk-on.

A walk-on is a practice where the recruiter accompanies the candidate to the interview with the hiring manager to show respect as well as care. It is one of the best tools in the toolbox of a badass recruiter.

There is no critical concept to this practice; it is simply when the recruiter physically accompanies a candidate to an interview instead of leaving him or her alone after they had the preliminary/introductory interview.

You get additional face time with the candidate by walking them on to their next interview. In addition to this, you get a chance to address any outstanding concerns or answer any last minute questions that the candidate may have.

The time that you spent on the walk on can turn your image from just another uncaring recruiter to a familiar and caring recruiter.

In addition, it helps the candidate in becoming more prepared for the interview and reliefs their anxiety or nervousness that he or she might have before the interview.

Think of all the small things that you can do to aid the candidate in succeeding the process while preparing for the walk on.

These little things could be providing them with a copy of the actual job description, an interviewing itinerary with the backgrounds, names and job titles of the hiring managers that they will be meeting during the process or it could be a few un-wrinkled copies of their cover letter and resume.

All walk-ons should end with a proper hand-off, which means do not just leave the candidate at the door of the room where the interview would take place but also go inside with the candidate and introduce them with the hiring managers.

This would show that you have full control over the hiring process.

Carry a candidate emergency kit

There are times when things that you least expect happen. For the sake of those times, always be ready with an emergency kit.

We know that the interview room is hardly the place where accidents can occur but there are always possibilities and you should always be ready for those ‘few possibilities.’

All recruiters should have a candidate emergency kit with them at all times in their office, workstation or their car.

The candidate emergency kit should include headache and pain medicine (such as Aleve, Advil, and Tylenol), Disposable mouthwash, toothbrush, and toothpaste, disposable comb and brush, a stain stick or wet ones, travel sticks of deodorant for both men and women, gel or hairspray, gum or breath mints, a black sharpie, file folders, a notebook, extra pens, assorted Band-Aids and other adhesive bandages, a spare scarf for women and an extra tie for men, and lastly, a portable sewing kit with a thread, needle, and a variety of spare buttons.

You would never want to be in a situation where a candidate would need any of these basic supplies and you are not able to provide them with the same.

Those supplies would be quite easy to get in normal situations but in that certain situation, you may find it difficult to get them.

It may make you feel silly and helpless for no reason, which is why we recommend you make an emergency kit for your candidates and carry it with you to all interviews and walk-ons.

Learn from mistakes

The great recruiters are never afraid to face a problem and the main reason behind it is – they have already faced those problems or they have faced similar issues and have learned to solve them.

Best recruiters learn from their mistakes and believe in “practice makes perfect.”

They are several things that you will be expected to do as a recruiter, from making presentations in front of hundreds of candidates to explaining the hiring process to them without any hesitation or nervousness.

Practice the thing you are going to do before actually attempting to do it. The more you practice, the better you become at it.

You will become more confident to do a tough task when you have already done it twice or three times – hence, practice a lot. You will notice the changes yourself after a few tries and you will become more confident and better at the work.

Also, there are other approaches that you can try to improve your professional skills other than relentless practice, like the pursuit of new courses online.

Be honest

Honesty is important, period. There should never be any confusion or doubt about it.

You lie today; you will have to cover that lie with another lie tomorrow.

With time, the number of lies would just increase, making you seem like an untrustworthy recruiter in the eyes of the potential employee.

That is why it is important that you are upfront and honest when you are interacting with a hiring manager or a candidate. In addition, your communication is required to be as clear and as direct as it can be.

You are expected to be completely honest with both your candidate and your hiring manager. You should allow the candidates to know as many details as possible about the culture of the company, dynamics of the business unit or their potential future team and the expectations for the role they are interviewing for.

While selling the opportunity, make sure that you are representing both the selling points and the drawbacks. Let them know if there is a high turnover or very high expectations associated with the job role.

Eventually, any successful candidate will find these things on their own, so it is better you tell them the important things beforehand.

In addition to this, make sure that the candidates know all the essential details, and insights about the business unit as well as the hiring manager.

Let them know if the hiring manager loves cricket or football, dogs or cats, books or music, etc.

Also, be in touch with the candidates as much as possible for you so that you can address all their questions and concerns at the quickest time possible.

This will help the candidate in becoming more relaxed and confident during the interview process.

Furthermore, build a trusted relationship with the hiring manager so that you can tell them about the candidate and make them a tad bit more interested.

Be organized and confident

It is very important to be organized and confident.

When you are coaching a candidate, remember that you are expected be both organized and confident, which can be displayed through small things like a good handshake.

Do not create a bad first impression by giving a bad hand shake to the candidate. A bad handshake involves sweaty palms or a limp handshake.

When you are meeting the hiring manager, give them a proper handshake that shows you are in control.

By overlooking this important consideration, you can lose a potential employee.

Clear your personal skills gap

Lastly, for becoming the best recruiter, you will be required to clear your personal skills gap, which means you would have to get more experience in organizational development, personnel management, performance management, succession planning, and employee engagement.

Additionally, you will have to brush up on your IT skills by learning new applicant tracking systems or improving your Internet recruiting.


The best recruiters make it possible for the job seeker to connect with the hiring manager and forge a relationship with them.

The job of the recruiter is to find the best talents and the major part of that job is by bringing the right candidate (who will be the right fit for the job and work culture)to the hiring authority.

This makes the placement procedure easier for both the candidate and the hiring manager. If the candidate is found ideal for the job, then it is a bonus for the recruiter because he or she gains the trust of both the parties.

As this blog on the social network “LinkedIn” says, the leading recruiters “tend to have 2x the work experience that recruiters have”.

And according to this article published by “Forbes”, it takes talent to become a top recruiter.

The bottom line is that if one wants to go from good to a great recruiter time and experience are needed.

You have to master the nuances and subtleties of the business and the industry to make a name for yourself in it. However, following the tips in this guide can only speed up this process.

From Good to Great: How to Become a Badass Recruiter

From Good to Great How To Become A Badass Recruiter - #Recruiter #BadassRecruiter #HowToBecomeGreatRecruiter #Cleverism