Unlock the potential of your team with tailored assessments for soft skills like communication, teamwork, and problem-solving. Enhance collaboration, strengthen leadership, and create a thriving work environment. Start building the future today!
What Makes a Great Agency Recruiter? 10 Essential Skills That Will Get You Hired
We’ve been discussing AI transforming recruitment and the implications this new technology will have on the role of recruiters going forward. But what about the skills agency recruiters need to thrive in an AI-led world?
You might be expecting to see skills like multitasking, organization, or writing skills, but times are changing, and although these are still valuable, top agency recruiters will need a slightly different skill set going forward.
Let’s take a look at the soft and hard skills needed for getting hired in 2024, as well as the competencies recruiters should develop to be a top performer in an AI-enabled agency.
Core competencies for new recruiters
We’ll start with some insights on the skills and characteristics that will open the door to the agency world in 2024.
Curiosity and enthusiasm
Data from The Selection Lab’s quarterly hiring report shows that on average, agency recruiters who get hired are more curious and enthusiastic than applicants in other roles.
They’re generally less organized and less accurate than other applicants, but they are more open to new challenges and see them as opportunities. They’re active learners, open to multiple perspectives, and coachable, learning from mistakes and viewing them as a necessary part of their growth process.
This attitude, coupled with their high enthusiasm, makes them great salespeople, as they can promote the employer and build a positive brand, as well as excite a client about a candidate profile.
Such characteristics, along with effective communication and marketing skills, are especially important in today’s TA landscape, as recruitment firms invest heavily in talent engagement technologies and strategies to fight talent shortages.
Interpersonal skills
Having strong sales and relationship-building skills significantly increases the chances of getting hired in a recruitment agency in 2024.
Great recruiters have active listening skills—the ability to question, go deeper, and understand the real issues at play—and influencing skills, their job being to create the best outcomes for both candidates and clients.
This makes sense, as a recruiter’s role is primarily about building relationships with all stakeholders involved in the hiring process. Strong communication skills and general interpersonal skills are therefore just as important as time management skills.
While being a top project manager or process admin isn’t essential for an agency recruiter, The Selection report shows that among recruiters, those who get hired are more diligent and organized than those who don’t and they score higher in abstract reasoning and total intelligence assessments.
So although recruitment agencies generally value soft skills more than hard skills, they expect recruiters to effectively manage their book of business and deliver results in a timely manner.
Adaptability and critical thinking
Data shows that top agency recruiters score high in adaptability, critical thinking, and innovation. They’re able to quickly adapt to new challenges and changing scenarios and understand different perspectives.
Surprisingly, hired agency recruiters tend to score lower in self-confidence and stress management than non-hired ones, feeling that they don’t have “any special skill.”
But this attitude—coupled with their higher curiosity —is what makes them perfect candidates for well-oiled recruitment machines. Their inherent humility and eagerness to learn position them as adaptable and receptive individuals, ready to embrace new challenges.
This agility is crucial in the fast-paced agency recruitment landscape where successful recruiters must be comfortable with ambiguity and able to pivot strategies when necessary.
As for critical thinking, this allows recruiters to sort through the sheer volume of information to determine which data points and ideas are most important — and most relevant to company goals.
Creative problem-solving
Next in the agency recruiter’s skill set is creative problem-solving. Coupled with their high curiosity, this characteristic makes them more likely to test and adopt new technologies and come up with innovative solutions to complex situations.
Recruiters with strong creative problem-solving skills can navigate the complexities of the recruitment process with ease.
They can devise novel strategies for sourcing candidates, developing outreach programs, and addressing unique client needs. This capability is increasingly important as recruitment firms leverage new tools and methodologies to stay competitive.
Moreover, data from The Selection Lab shows that recruiters’ curiosity makes them less prone to bias. They may favor qualified candidates who don’t have all the certifications on paper if they think the job seekers have what it takes and are a good fit for the hiring company’s culture.
This open-minded approach ensures that recruiters can identify and place high-potential candidates who might be overlooked by more conventional methods.
Alright, now that you know what skills agencies are looking for when hiring new recruiters, let’s look at the characteristics recruiters will need going forward, to thrive in an AI-enabled agency.
Essential skills for recruiters in AI-led agencies
We’ll focus on AI-led agencies, as we believe this is the direction the industry is moving towards.
Recent data from Bullhorn shows that top performing agencies are already using artificial intelligence in their daily workflows, with the most common use cases being gathering requirements from clients, shift scheduling, and onboarding.
Firms with an AI strategy are more likely to report revenue growth (57%), followed by those experimenting with generative AI (51%), according to the same report.
It’s therefore expected that more and more recruitment agencies will adopt AI as a regular part of their operations in the coming months.
So, what are the most important skills for agency recruiters going forward?
Empathy and emotional intelligence
With or without AI, recruiters will always need to be good at building relationships and managing stakeholders, so empathy will always be a must-have recruitment skill.
A study by TalentSmart found that emotional intelligence is the strongest predictor of performance, explaining 58% of success in all types of jobs.
Thus, even in AI-led agencies, the human touch remains irreplaceable for understanding client and candidate needs and building trust and rapport during the recruitment process.
While tools like AI may be better at maintaining data quality and accuracy during the hiring cycle, high EQ recruiters can better judge the nuances of conversations to assess cultural fit, and decide which of all the interviewed applicants make the best candidates for a specific role or company.
Applicants agree with this view. Data shows that although potential candidates think interacting with AI is similar to interacting with human recruiters, they still prefer humans as interviewers during the recruitment process, and they’re not fully comfortable with AI being used to support hiring decisions.
Open-mindedness
As machines take over many tasks in the hiring process, will Talent Acquisition (TA) professionals become mere administrators of fully autonomous systems?
Not quite. Recruiters will need to stay updated on technologies and industry trends, remain open to change, and be proactive in exploring new strategies, perhaps even more than today.
To succeed in the future of recruitment, agency recruiters will need to embrace a growth mindset and find innovative ways to stand out in the market and source talent.
This might involve exploring new methods and developing unique approaches to building and engaging talent pools, using social media creatively for recruiting, or developing compelling employer branding and recruitment strategies that respond to changing market conditions.
The ability to adapt and innovate will remain crucial, especially as 75% of companies report struggling to fill positions, according to ManpowerGroup's Talent Shortage Survey.
Technological adaptability and AI literacy
A 2024 survey by Gartner found that 76% of HR leaders believe that organizations failing to adopt and implement AI solutions, such as generative AI, within the next 12 to 24 months will lag behind in organizational success compared to those that do.
This insight applies to staffing and recruitment agencies as well. First-mover advantage will help agencies stand out in a competitive market. Therefore, recruiters need to be not just curious but also capable of adapting to new technologies and ways of working.
Effective recruiters must be comfortable with AI recruitment software and actively seek out and integrate new technologies into their workflows to enhance their effectiveness.
While they don’t need to understand the intricacies of large language models (LLMs), agency recruiters should know how to use AI to automate routine tasks and double their output.
They need to understand AI tools, their capabilities, and which parts of the recruitment process can be delegated to these systems.
Process orchestration and optimization
In today’s recruitment landscape, many recruiters function more like process administrators than strategic advisors. However, this is expected to change in the future.
A study by McKinsey suggests that by 2030, 70% of companies might adopt at least one type of AI technology in their recruitment process, underscoring the importance of this skill.
Understanding the synergy between human and AI tasks, as well as seeing the bigger picture and fitting all the pieces together, will be a crucial part of a recruiter’s job.
Moreover, effective agency recruiters will need to think beyond current tasks and job offers. They will focus on building systems to help clients achieve their longer-term hiring and growth goals, with the help of AI and automation.
This involves understanding the capabilities and limitations of AI, ensuring seamless integration with human processes, maintaining quality checks, and directing human resources where it adds the most value.
Strategic talent advisory
As said, in an AI-enabled agency, recruiters are expected to evolve from process admins to strategic partners. To deliver maximum value, they must shift their focus from simply filling roles to crafting tailored talent acquisition strategies aligned with clients' business objectives.
This elevated role demands a deep understanding of the client's business, culture, and long-term goals. Beyond traditional recruitment tasks, recruiters must become proficient in data analytics to leverage AI-powered insights and inform strategic decision-making.
A comprehensive grasp of industry trends, emerging talent pools, and job market dynamics is also essential. By combining human intuition with data-driven intelligence, recruiters can provide strategic guidance on workforce planning and talent acquisition initiatives.
Data analysis and ethical decision-making
As AI's influence on hiring decisions grows, ethical considerations become paramount. Recruiters must vigilantly monitor AI systems for potential biases, ensuring transparency and safeguarding candidate data privacy.
To foster trust and fairness, recruiters need to be able to articulate and justify AI-driven decisions to both candidates and clients. This requires a deep understanding of how the AI system operates and the ability to explain its outcomes in plain language.
Data analysis empowers recruiters to make informed, data-driven decisions, predict hiring trends, and optimize recruitment strategies. By leveraging data, recruiters can identify top-performing sourcing channels, predict candidate success, and refine job descriptions for maximum impact.
However, it's crucial to approach data analysis with a critical eye. Recruiters must be aware of potential biases within the data itself and ensure that AI algorithms are not perpetuating harmful stereotypes.
Ultimately, the successful recruiter of the future will be a blend of human intuition and data-driven insights.
Conclusion
The future of recruitment isn't about AI replacing humans, but about augmenting human capabilities.
Success in this new era of recruitment demands a unique blend of skills:
Technical proficiency: Understanding and effectively utilizing AI tools.
Human-centric approach: Building strong relationships, demonstrating empathy, and providing exceptional candidate experiences.
Ethical compass: Ensuring fairness, transparency, and data privacy in AI-driven processes.
By mastering these skills and embracing the potential of AI, recruiters can position themselves as invaluable assets to their organizations and drive recruitment success in the years to come.
Author
Andreea Macoveiciuc, Growth Marketing Manager at Carv
FAQ
Can game-based assessments promote diversity in the hiring process?
Yes, game-based assessments can support diversity by focusing on skills and behaviors rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds a fairer chance to demonstrate their potential.
What is a game-based assessment?
A game-based assessment is a method that uses game mechanics to evaluate a candidate’s skills, competencies, and personality traits. While playing these games, candidates are assessed on aspects like problem-solving, cognitive ability, and behavior under pressure in an interactive way.
What are the advantages of game-based assessments?
Game-based assessments offer a more engaging and interactive experience for candidates, which can lead to a more positive perception of the hiring process—especially among certain groups. For employers, they provide deeper insights into both cognitive and behavioral traits, which traditional tests may miss. They also reduce the chance of socially desirable answers, as candidates tend to respond more authentically in a game environment.
How reliable are game-based assessments compared to traditional tests?
When well-designed, game-based assessments can be just as reliable—or even more reliable—than traditional tests. They assess a wide range of behaviors and cognitive abilities in a dynamic setting. However, the quality of these assessments varies greatly, so careful evaluation is essential.
How does a game-based assessment work?
Candidates participate in interactive games designed to measure specific skills and behaviors. Evaluation goes beyond just the final score—it also considers how the candidate makes decisions, handles challenges, and responds to different scenarios. These insights reveal underlying thought processes and behavioral patterns.
Are game-based assessments scientifically validated?
The main drawback is that many game-based assessments are relatively new and have not yet been extensively researched by independent academics. Providers often cite their own research, which is rarely externally validated. Without independent studies, the reliability of these assessments remains uncertain—something to keep in mind when selecting one.
How can game based assessments contribute to a better candidate experience
This can vary significantly by audience. The playful, interactive nature of game-based assessments can lower stress levels for some candidates compared to traditional tests. However, research shows that certain groups, especially those over 35, may find them more stressful. Men also tend to rate the experience more positively than women.
Can you practice game-based assessment?
You can familiarize yourself with the style of games used, but it’s difficult to "practice" for them in a traditional sense. These assessments are designed to measure natural reactions and authentic behavior, so repeated practice typically has less effect on performance than with traditional tests.
Will game-based assessments replace traditional tests in the future?
It’s likely that game-based assessments will become more common in hiring processes, but they probably won’t fully replace traditional tests. Both approaches have value and can complement each other depending on the role and the company’s needs.
How are the results of a game-based assessment analyzed?
Results are analyzed based on predefined criteria such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms collect and interpret this data to provide a reliable, objective evaluation of a candidate’s strengths.
What kind of skills do game-based assessments measure?
They assess a wide range of abilities, including problem-solving, adaptability, decision-making under pressure, teamwork, and emotional intelligence. Depending on the design, they may also evaluate cognitive skills like memory, attention, and pattern recognition.
How long does a game-based assessment take?
Typically, these assessments last between 15 and 60 minutes, depending on the game’s complexity and the number of skills being tested. They’re usually shorter and more engaging than traditional assessments, making for a smoother candidate experience.
Are game-based assessments suitable for all roles?
They are especially effective for roles that require flexibility, creativity, problem-solving, and strong interpersonal skills. For highly technical or specialized roles, additional assessments may be needed to measure specific knowledge.
What’s the difference between a game-based and a gamified assessment?
A gamified assessment adds game-like elements (such as points or rewards) to a traditional test to increase engagement. A game-based assessment, on the other hand, is a standalone game designed specifically to evaluate certain competencies. The game itself is the primary evaluation tool, not just an enhancement.
FAQ
How can I improve my company’s retention rate?
The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.
What are the benefits of growth opportunities for employee retention?
Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.
What are the key factors that influence employee retention?
Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.
Why is employee retention so important for organizations?
Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.
Which recruitment strategies help improve retention?
Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.
How can a good onboarding process contribute to higher retention?
An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.
What is the role of company culture in retaining employees?
Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.
How can leadership and management style influence retention?
Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.
What is the importance of recognition and rewards for employee retention?
Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.
What role does work-life balance play in improving retention?
A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.
What does increasing retention mean within a company?
Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.
How do I measure the success of my retention strategy?
The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.
What are the costs of a low retention rate?
A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.
How can I increase employee engagement?
To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.
How can technology help improve employee retention?
Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.
FAQ
How long does it take to complete the tool?
Less than 10 minutes. You’ll answer 30 guided questions and get a summary of what to look for in your next assessment platform.
Can this checklist help me compare assessment providers?
Yes. By clarifying what matters most to your team, it makes comparing providers' features, pricing, and strengths much easier and more strategic.
How can I use this checklist if I’m not doing a formal RFI?
It’s equally valuable for internal evaluations, exploring new tools, or improving your current hiring process even if you’re not issuing an RFI or RFQ.
What should I look for in a modern assessment tool?
Prioritize platforms with user-friendly design, mobile compatibility, strong analytics, ATS integrations, and inclusive features like neurodiversity support.
What types of assessments should I consider in 2025?
Leading tools combine cognitive testing, situational judgment tests (SJTs), behavior assessments, and predictive AI to evaluate candidates more holistically.
Who should use an assessment checklist?
HR professionals, hiring managers, and procurement teams evaluating pre-selection solutions, especially those comparing AI-powered or compliance-driven assessment platforms.
How does this checklist help with RFIs and RFQs for assessments?
The checklist helps you define your exact requirements so you can confidently draft or respond to Requests for Information (RFI) or Requests for Quotation (RFQ) for assessment tools.
What is an assessment tool in hiring?
An assessment tool evaluates candidates’ skills, behaviors, and fit during the recruitment process. It helps improve hiring decisions and streamline pre-selection.
