6 Traits of Recruiters Candidates Love

Recruiting goes far beyond filling roles; it's about shaping first impressions. As a recruiter, you are often the face candidates associate with an entire company. But have you ever wondered if the reason behind unresponsive candidates might be... you? It might be time to examine your approach.

Let’s take a look at six standout personality traits that can elevate your recruiting game and win over candidates from day one.

1. Be a Communication Pro

Communication isn’t just about sending messages; it’s about maintaining clear and timely interactions. Almost half of job seekers report feeling “ghosted” by companies, with 47% hearing nothing back even two months after applying. As a recruiter, your role is to provide:

• Transparent timelines and expectations

• Frequent updates on hiring status

• Constructive feedback

Whether it’s a congratulatory “You’re hired!” text or a thoughtful “Thank you for applying,” adjusting your tone based on the candidate’s journey can make all the difference.

Quick Tip: Tailor your communication style to fit each situation. Read the room—or in this case, the inbox—to know if a short message or a detailed explanation is best.

2. Be a Tech Master

In today’s remote hiring landscape, video calls have replaced handshakes. Beyond basic tech-savviness, be prepared to troubleshoot technical issues and pay attention to virtual body language. A recruiter who’s comfortable with video platforms and knows how to navigate glitches smoothly can foster a seamless experience for candidates.

Bonus: Always have a tech backup plan ready if things go south mid-interview.

3. Be a Good Listener

One of the most underrated skills in recruiting is the ability to listen actively. Instead of rushing to ask the next question, fully engage with a candidate’s responses. This level of focus can reveal insights no formulaic question list could ever uncover. When a candidate feels heard, they’re more likely to open up and reveal valuable information about their motivations and concerns.

Pro Tip: Try summarizing their points to show you’re on the same page. This not only shows respect but also reinforces a shared understanding.

4. Have a Solid Aura

Candidates are assessing the company from the moment they meet you. Your professionalism and warmth set the tone for how they perceive the organization’s culture and values. Make a great first impression by:

• Prepping candidates on what to expect

• Being punctual and fully prepared

• Creating a welcoming atmosphere, even virtually

And if a candidate isn’t selected, give constructive feedback. When candidates feel valued, they’re more likely to speak positively about the company, regardless of the outcome.

5. Be Empathetic and Transparent

Empathy separates recruiters who care from those who just process applications. Show genuine understanding toward candidates’ concerns and aspirations. Candidates who feel understood are more likely to view the company favorably, knowing it values people over processes.

Pro Tip: Show your support by acknowledging the challenges of job searching and offering sincere encouragement, even if things don’t work out this time.

6. Be Versatile

Recruiters juggle multiple responsibilities, from sourcing candidates to coordinating with hiring managers. The key is to keep it organized without overwhelming yourself. Being able to prioritize candidate engagement and follow-ups is crucial, but set boundaries so that multitasking doesn’t affect candidate experience.

Remember: Avoid burning out by establishing clear priorities—focus on tasks that directly improve the candidate’s journey.

Frequently Asked Questions

1. How do recruiters maintain energy and focus during back-to-back interviews?

Taking short breaks between sessions is essential. A quick recharge, like stepping away from your desk or drinking water, can help reset your energy and focus.

2. What soft skills enhance a recruiter’s effectiveness?

Consider building these soft skills: conflict resolution, cultural competency, resilience, and personal branding. Each contributes to a more engaging and candidate-centered experience.

3. How do you handle follow-up questions from rejected candidates?

Respond openly and offer constructive feedback. Acknowledge their interest and effort, and leave the door open for future opportunities.

By mastering these personality traits, you’re not just filling roles—you’re crafting an exceptional candidate experience that candidates will remember.