Recruitment skills: how to recruit the best talents

Unwilling the ideal candidates requires in -depth understanding of the skills sought. Whether for offers in Paris, Lille or elsewhere in France, it is essential to distinguish between Hard Skills and Soft Skills for a successful candidacy.

What are the most sought after skills?

Recruiters are looking for a combination of technical and behavioral skills to ensure that the profile corresponds to the position. Among the most popular, we find:

• Technical skills specific to the profession . For example, an engineer in engineering must master design software such as AutoCAD or Solidworks, while an administrative assistant must be comfortable with payroll management tools and CRM platforms.
• Adaptation capacity and creativity to integrate into a dynamic professional environment. In constantly evolving sectors such as digital or construction, the ability to quickly adapt to new technologies and process changes is essential. A consultant in finance, for example, must be able to adjust to new financial regulations and to offer innovative solutions to meet the challenges of its customers.
• Excellent communication skills and team spirit to promote collaboration within offices. An account manager in the real estate sector must not only communicate effectively with customers, but also collaborate closely with the sales and management of goods teams to provide quality service. Likewise, a recruitment manager must be able to interact fluidly with candidates and managers to understand and meet the recruitment needs.
• Mastering digital tools and specialized software to improve the recruitment process. The use of tools like ATS (Applicant Tracking Systems) and CRM (Customer Relationship Management) has become essential. For example, a recruiter in a firm must know how to use platforms like Marvin Recruit to centralize candidates data, automate repetitive tasks and optimize the management of candidates networks.
• Time management and organization to effectively manage several missions simultaneously. In high -pressure environments such as the temporary sector or marketing, a head of service must be able to prioritize tasks, manage deadlines and coordinate the team's efforts to achieve the objectives set.
• Problem resolution skills and critical analysis to identify and resolve the decisions encountered during the recruitment process. Thus, a recruitment consultant must be able to analyze HR reporting data to identify trends and adjust sourcing strategies.
• Skills in negotiation and management of relations to conclude beneficial agreements for both the company and for candidates. A human resources expert must be able to negotiate job offers and manage candidates' expectations to ensure mutual satisfaction and high retention.
• Talent management skills and succession planning to anticipate future employment needs and prepare for the integration of new employees. For example, a manager in provisional management of jobs and skills must identify the key skills necessary for the future development of the company and consequently plan recruitments and training.

What is the importance of hard skills?

They are crucial because they define the capacity of a candidate to accomplish specific tasks related to his post. For example, an engineer must have technical skills in engineering. An administrative assistant must be an expert in assistantship and payroll management.

Hard Skills also include control of specific software, such as talent management tools or sourcing platforms for recruiters working in recruitment firms.

How to integrate soft skills into the process?

Why be interested in soft skills from recruitment?

These qualifications are essential to guarantee good integration within your team and an effective collaboration with customers. They also make it possible to assess the ability of a candidate to manage stress and adapt to changes. A primordial expertise in sectors such as construction, real estate, or finance.

How to assess these soft skills?

The evaluation can be done through collective interviews, tests of behavioral skills, or scenarios. For example, for a project manager position, stress and creativity management exercises can be implemented.

Using a tool like Marvin Recruiter helps structure assessments. It incorporates specific tests and suitable strategies.

Cartography the skills of your candidates with a new generation tool

With Marvin recruit, you can list the candidate experience and analyze skills in depth. Our SaaS software incorporates advanced tools to optimize your recruitment process and guarantee the added value of each application. Whether you are recruiting for audit, finance, supply chain, or marketing, Marvin recruiting positions adapts to your specific needs.

Our solution also helps you manage your candidates networks, easily following their applications. It also allows you to keep a good customer relationship. This is done thanks to integrated CRM marketing tools.

To find out more about our approach, see our page dedicated to HR maintenance.

FAQ: Your questions about recruitment skills

• What skills to put in a CV?

  Include both your hard skills and soft skills to enhance your candidate experience. Hard skills are technical and specific to a trade, while soft skills are behavioral and transferable to various professional environments. For example, technical skills such as mastery of specific software and behavioral skills such as leadership and time management.

• What qualities to highlight during a job interview?

  Put forward qualities such as motivation, learning capacity, reliability, and enthusiasm for the position. Illustrate these qualities with concrete examples of your past experiences will strengthen your application and distinguish you in the world of work.

• What are the 4 types of knowledge?

  There is know-how (technical skills), know-how (soft skills), know-how (theoretical knowledge) and know-how (practical skills application).

• What are the Mad Skills?

  These are exceptional or unique skills that distinguish a candidate from others. They can be technical or behavioral and provide a particular added value to a company.