Recruitment skills: how to recruit the best talents

Finding the ideal candidates requires a thorough understanding of the skills sought. Whether for positions in Paris, Lille, or elsewhere in France, it is essential to distinguish between hard skills and soft skills for a successful application.

What are the most sought-after skills in recruitment?

Recruiters look for a combination of technical and soft skills to ensure the candidate is a good fit for the position. Among the most sought-after are:

• Job-specific technical skills . For example, an engineering professional must be proficient in design software such as AutoCAD or SolidWorks, while an administrative assistant must be comfortable with payroll management tools and CRM platforms.
• Adaptability and creativity are essential for thriving in a dynamic professional environment. In constantly evolving sectors like digital technology and construction, the ability to quickly adapt to new technologies and process changes is crucial. A finance consultant, for example, must be able to adjust to new financial regulations and propose innovative solutions to meet their clients' challenges.
• Excellent communication and teamwork skills are essential to foster collaboration within the office. An Account Manager in the real estate sector must not only communicate effectively with clients but also collaborate closely with sales and property management teams to ensure high-quality service. Similarly, a Recruitment Officer must be able to interact seamlessly with candidates and managers to understand and address recruitment needs.
• Mastering digital tools and specialized software to improve the recruitment process. The use of tools such as Applicant Tracking Systems (ATS) and Customer Relationship Management (CRM) has become essential. For example, a recruiter in a recruitment agency must know how to use platforms like Marvin Recruiter to centralize candidate data, automate repetitive tasks, and optimize candidate network management.
• Time management and organization are essential for effectively handling multiple tasks simultaneously. In high-pressure environments such as the temporary staffing or marketing sectors, a department head must be able to prioritize tasks, manage deadlines, and coordinate team efforts to achieve set objectives.
• Problem-solving and critical analysis skills are essential for identifying and resolving issues encountered during the recruitment process. Therefore, a recruitment consultant must be able to analyze HR reporting data to identify trends and adjust sourcing strategies.
• Negotiation and relationship management skills are essential for reaching agreements that benefit both the company and the candidates. A human resources expert must be able to negotiate job offers and manage candidate expectations to ensure mutual satisfaction and high retention.
• Skills in talent management and succession planning are essential to anticipate future employment needs and prepare for the integration of new employees. For example, a workforce planning manager must identify the key skills needed for the company's future development and plan recruitment and training accordingly.

How important are hard skills?

These skills are crucial because they define a candidate's ability to perform specific tasks related to their position. For example, an engineer must have technical skills in engineering. An administrative assistant must be an expert in administrative support and payroll management.

Hard skills also include proficiency in specific software, such as talent management tools or sourcing platforms for recruiters working in recruitment agencies.

How to integrate soft skills into the process?

Why focus on soft skills from the recruitment stage?

These qualifications are essential to ensure successful integration into your team and effective collaboration with clients. They also allow you to assess a candidate's ability to manage stress and adapt to change. This expertise is crucial in sectors such as construction, real estate, and finance.

How can these soft skills be assessed?

The assessment can be conducted through group interviews, behavioral skills tests, or role-playing exercises. For example, for a project manager position, stress management and creativity exercises can be implemented.

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

Map your candidates' skills with a next-generation tool

With Marvin Recruiter, you can catalog candidate experience and analyze skills in depth. Our SaaS software integrates advanced tools to optimize your recruitment process and ensure the added value of every application. Whether you're recruiting for positions in audit, finance, supply chain, or marketing, Marvin Recruiter adapts to your specific needs.

Our solution also helps you manage your candidate networks by easily tracking their applications. It also allows you to maintain good customer relationships. This is achieved through integrated CRM marketing tools.

To learn more about our approach, please visit our dedicated HR interview page.

FAQ: Your questions about skills in recruitment

• What skills should I include in a CV?

  Include both your hard and soft skills to highlight your candidate experience. Hard skills are technical and job-specific, while soft skills are behavioral and transferable to various professional environments. For example, technical skills include proficiency in specific software, while behavioral skills include leadership and time management.

• What qualities should you highlight during a job interview?

  Highlight qualities such as motivation, learning ability, reliability, and enthusiasm for the position. Illustrating these qualities with concrete examples from your past experiences will strengthen your application and set you apart in the job market.

• What are the 4 types of knowledge?

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

• What are mad skills?

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