Recruiting isn’t just about filling jobs. It’s about building relationships, understanding people, and connecting the right talent to the right opportunity at the right time. A great recruiter isn’t measured solely by how fast they can close a role but by the quality of their hires, the trust they build, and the long-term impact they have on an organization’s success.
Whether you’re new to recruiting or a seasoned pro, here are the pillars that separate good recruiters from great ones:
1. Master the Art of Listening
The best recruiters talk less than they listen. This means:
- Asking open-ended questions.
- Understanding both what the candidate says and what they mean.
- Listening to hiring managers beyond the job description to uncover what they truly need.
When you listen deeply, you can match skills, personalities, and career goals in a way that drives retention and satisfaction.
2. Be a Relationship Builder, Not a Transaction Closer
Recruiting is about people, not just positions. Great recruiters:
- Stay connected with candidates even after they’ve landed a job.
- Keep in touch with hiring managers between openings.
- Build a talent pipeline before it’s needed.
When trust is your currency, people remember you — and they’ll call you first when they’re ready for their next move or have a hiring need.
3. Understand the Business Inside and Out
A recruiter who knows the company’s industry, products, challenges, and competitors will:
- Ask smarter screening questions.
- Better align hires with strategic goals.
- Earn the respect of hiring managers as a true partner, not just a service provider.
4. Balance Speed with Quality
Speed matters — hiring managers don’t like empty seats. But great recruiters don’t sacrifice quality for the sake of quick wins.
- Use data to track time-to-fill and quality-of-hire.
- Present well-vetted candidates, not just anyone who looks good on paper.
Remember: a fast hire who fails costs more than taking a little extra time to find the right fit.
5. Be a Champion for Diversity, Equity, and Inclusion (DEI)
A great recruiter actively works to remove bias from the hiring process. That means:
- Sourcing from diverse talent pools.
- Using inclusive language in job descriptions.
- Educating hiring teams on equitable hiring practices.
Inclusive hiring isn’t just the right thing to do — it’s a business advantage.
6. Leverage Technology, But Stay Human
AI sourcing tools, applicant tracking systems, and recruitment marketing platforms can save time — but they’re not a substitute for the human touch.
- Use tech to automate repetitive tasks.
- Spend freed-up time on relationship-building, market research, and candidate engagement.
7. Keep Learning and Adapting
The job market changes fast — skills in demand today may be outdated tomorrow.
- Stay on top of hiring trends and salary benchmarks.
- Learn new sourcing strategies.
- Invest in professional development to stay sharp.
8. Be Transparent and Communicative
One of the biggest complaints from candidates is ghosting. Great recruiters:
- Keep candidates updated, even if there’s no news.
- Give constructive feedback when possible.
- Set realistic expectations on timelines and next steps.
A little communication goes a long way in building your reputation.
Final Thoughts
A great recruiter is part detective, part salesperson, part coach, and part cheerleader. They’re curious, empathetic, strategic, and relentless in the pursuit of matching the right talent to the right opportunity.
If you want to stand out in recruiting, focus on the people, the process, and your own professional growth. That’s the real secret to long-term success.
Angela Malagon 