Top recruitment skills

Top 12 recruitment skills every talent acquisition expert should possess

Published on November 9th, 2022


You’re hired! Welcome to …  

The person that gets to say this statement needs to have that special something to identify that purple squirrel.  

That’s right! The designation 'talent acquisition' is a few tiers above recruitment. Identifying that one person which could possibly enhance the workings of a system takes a set of skills perfected and polished by experience and reinvention.  

Talented personnel is a successful company's main strength. Humans have an innate skill called talent, which varies from person to person. To accomplish your objectives, your staff should be equipped with the necessary skills and expertise. However, it can be challenging to find qualified staff. Since hiring new employees is an important decision, talent acquisition specialists play an important role.  

When necessary, talent acquisition (TA) experts utilize the appropriate tactics to find the suitable talent. They are in charge of hiring the most qualified workers who can increase organizational effectiveness. However, talent acquisition specialists also require the required abilities. It is a difficult task that calls for extensive knowledge.

12 Vital Talent Acquisition Competencies

Here are the twelve recruitment skills that every talent acquisition specialist of future oriented companies should possess.

Effective communication  

Talent acquisition professionals frequently communicate with recruiting managers, executives at the company, HR professionals, and other staff. For these professionals to be effective in their professions, they must be able to express their ideas clearly both orally and in writing, including face-to-face, over the phone, over email, and via social media. Talent acquisition specialists also need to have active listening skills in order to locate candidates who fit the organization's requirements.

Social skills and empathy  

While empathy is a natural gift that must be developed along with social skills in order to become a successful talent acquisition specialist in the future, it is true. It is not just a passing trend to say that emotional quotient, or EQ, is the new IQ. In every IQ-testable skill, algorithms, computers, and other technological advancements have surpassed humanity in the world we live in. But technology still has some catching up to do when it comes to emotional intelligence.   

Therefore, developing social skills and empathy will be essential for the socially and emotionally intelligent talent acquisition specialist. Since it demonstrates to the applicant that you genuinely comprehend their difficulties, motives, and emotions, empathy can also greatly improve the candidate experience.

Developing relationships  

Successful recruiters build strong relationships with both companies and prospects. Building relationships enhances cooperation and communication with qualified candidates. Building connections helps recruiters understand and recognize candidates who are enthusiastic about the position. Because of their expertise, these experts can meet everyone's expectations. Building relationships professionally and comprehending various viewpoints require an empathic approach.

If you think it’s expensive to hire a professional, wait until you hire an amateur.

– Red Adair

Negotiating techniques  

To keep their target prospects satisfied and eager to work for the organization, a talent acquisition specialist may need to use negotiation skills. Some candidates can have different objectives or criteria despite expressing interest in the position that a talent acquisition specialist desires to offer them. They might favor different conditions of the employment contract, a more generous remuneration plan, or more paid time off.

The ability to multitask  

The future talent acquisition specialist must be able to adjust to the shifting demands of the workforce as the nature and perception of work, workers, and the workplace undergo significant change. For instance, the size and appeal of the remote workforce are expanding, younger generations are entering the labor force, and the nature of human-AI collaboration is changing every day. Future TA experts will therefore need to have the ability to multitask and manage expectations from various points of contact. <br /><br />The best technology and a talent acquisition specialist with the correct skill set and mentality are required for full-cycle recruiting to be managed smoothly. For the future TA specialist to be able to oversee and improve concurrent processes while keeping in mind what the organization stands for and the bigger goals that need to be reached, they must be able to multitask and manage time efficiently between different sub-roles.

Industry expertise  

Knowing their industry and how it influences the qualities they would search for in potential hiring is important for a talent acquisition professional wanting to add new talent. Candidates with unique backgrounds or abilities could be in high demand in some industries but excluded from others. For instance, talent acquisition professionals searching for individuals for information technology (IT) jobs typically use a different search strategy than talent acquisition professionals searching for healthcare professionals.

Marketing and sales expertise  

With the use of sales skills, a talent acquisition specialist can persuade potential employees to join the company they work for. A talent acquisition expert can entice eligible candidates to join their organization by highlighting the benefits of working there with the help of marketing and sales abilities. With this skill set, you can post job openings and draw in qualified applicants. Recruiters might utilize their sales and marketing skills to introduce a position to a qualified candidate.

HR tools  

The majority of talent acquisition experts might also be familiar with HR systems. They frequently understand how to function inside these protocols. They can explain in detail to potential employees the provisions of the employment contract and the company's policies. In order to find talent, these experts may also make use of applicant tracking systems (ATS), human capital management (HCM), third-party recruiting firms, and other HR resources. A talent acquisition specialist's duties include negotiating and facilitating the development of a solution that benefits the candidate and their organization. This may entail close coordination with HR representatives or business executives to ensure that their alternative solution conforms with the organization's budget and rules.


Finding new talent can frequently take longer than the typical hiring process. This might be due to a number of things, like the fact that candidates might not be actively looking for new jobs or the talent acquisition searches need more rigorous qualification standards. Talent acquisition specialists might exercise patience by going through a thorough applicant screening and assessment to pursue only the most qualified prospects.

Ability to analyze  

Experts in talent acquisition can find the best applicant with the use of analytical or data analysis skills. These experts may gather and evaluate data on the workforce and HR procedures of their organization, including retention rates, employee demographics, employee performance, and hiring costs. By looking at this data, they may be able to better the types of applicants they look at or the techniques they might use to find those people. For instance, data analytics could assist in creating a profile of the ideal applicant based on the skills and knowledge of the organization's current workforce.

Social media proficiency  

New-age talent acquisition professionals must learn the art of engaging candidates across these social platforms as the use of social media for recruitment is on the rise. In addition, social media brings up a range of communities and platforms where the employer brand may be efficiently promoted, discussions about the workplace culture can be initiated, and prospective employees can be directly contacted. <br /><br />Additionally, as was already noted, being able to evaluate a candidate's social media presence is also a crucial ability because it may help you connect the candidate persona that you are aiming to attract with the individual's online persona.

Expertise in working remotely  

A corporation that has fully transitioned to remote work requires different hiring procedures than a regular business that does face-to-face business. Those focusing on talent acquisition must understand that the landscape changes completely while adapting to a work from home model. Examining the peculiarities of working remotely and providing instant feedback and solutions is something that the project manager of the modern age should learn to master.


How about we show you how to complete half the work in less than half the time it normally takes to hire a candidate? Get on a 15-minute call with one of our experts, and HireQuotient will develop the best skill-based and video-based tests for the positions you want to fill.



Radhika Sarraf

Radhika Sarraf is a content specialist and a woman of many passions who currently works at HireQuotient, a leading recruitment SaaS company. She is a versatile writer with experience in creating compelling articles, blogs, social media posts, and marketing collaterals.

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