Recruiter 12-factor Competency Model

The following form lists 12 core skills a recruiter needs to use on a regular basis to find, attract and recruit the best active and passive candidates. You can rank yourself quickly on the scale for each factor. We'll be discussing the results of this survey regularly on Lou Adler's LinkedIn Talent Blog ((budurl.com/LITBLA). You’ll be able to increase your scores by at least one point on each factor by becoming Performance-based Hiring certified (budurl.com/Pbhrec). You can get started by reading Lou’s latest book, The Essential Guide for Hiring & Getting Hired.

Question Title

* 1.
How would you rank yourself on each of these 12 factors?

	Needs Basic Training	Needs Coaching	Meets Core Objectives in Top Half	Far Exceeds Key Objectives Top 25%	Recognized Leader & SME Top 10-15%	Role Model Top 5%	N/A
Motivated to excel. Persistent.	Motivated to excel. Persistent. Needs Basic Training	Motivated to excel. Persistent. Needs Coaching	Motivated to excel. Persistent. Meets Core Objectives in Top Half	Motivated to excel. Persistent. Far Exceeds Key Objectives Top 25%	Motivated to excel. Persistent. Recognized Leader & SME Top 10-15%	Motivated to excel. Persistent. Role Model Top 5%	Motivated to excel. Persistent. N/A
Industry, company expert. Someone worth knowing.	Industry, company expert. Someone worth knowing. Needs Basic Training	Industry, company expert. Someone worth knowing. Needs Coaching	Industry, company expert. Someone worth knowing. Meets Core Objectives in Top Half	Industry, company expert. Someone worth knowing. Far Exceeds Key Objectives Top 25%	Industry, company expert. Someone worth knowing. Recognized Leader & SME Top 10-15%	Industry, company expert. Someone worth knowing. Role Model Top 5%	Industry, company expert. Someone worth knowing. N/A
Influences hiring manager and hiring team on all decisions.	Influences hiring manager and hiring team on all decisions. Needs Basic Training	Influences hiring manager and hiring team on all decisions. Needs Coaching	Influences hiring manager and hiring team on all decisions. Meets Core Objectives in Top Half	Influences hiring manager and hiring team on all decisions. Far Exceeds Key Objectives Top 25%	Influences hiring manager and hiring team on all decisions. Recognized Leader & SME Top 10-15%	Influences hiring manager and hiring team on all decisions. Role Model Top 5%	Influences hiring manager and hiring team on all decisions. N/A
Understands real job needs at technical and results level.	Understands real job needs at technical and results level. Needs Basic Training	Understands real job needs at technical and results level. Needs Coaching	Understands real job needs at technical and results level. Meets Core Objectives in Top Half	Understands real job needs at technical and results level. Far Exceeds Key Objectives Top 25%	Understands real job needs at technical and results level. Recognized Leader & SME Top 10-15%	Understands real job needs at technical and results level. Role Model Top 5%	Understands real job needs at technical and results level. N/A
Prepares robust, insightful sourcing and branding plans to attract all potential candidates.	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. Needs Basic Training	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. Needs Coaching	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. Meets Core Objectives in Top Half	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. Far Exceeds Key Objectives Top 25%	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. Recognized Leader & SME Top 10-15%	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. Role Model Top 5%	Prepares robust, insightful sourcing and branding plans to attract all potential candidates. N/A
Uses advanced social media and marketing tools to find best active candidates	Uses advanced social media and marketing tools to find best active candidates Needs Basic Training	Uses advanced social media and marketing tools to find best active candidates Needs Coaching	Uses advanced social media and marketing tools to find best active candidates Meets Core Objectives in Top Half	Uses advanced social media and marketing tools to find best active candidates Far Exceeds Key Objectives Top 25%	Uses advanced social media and marketing tools to find best active candidates Recognized Leader & SME Top 10-15%	Uses advanced social media and marketing tools to find best active candidates Role Model Top 5%	Uses advanced social media and marketing tools to find best active candidates N/A
Boolean and email marketing expert to find and attract top passive candidates	Boolean and email marketing expert to find and attract top passive candidates Needs Basic Training	Boolean and email marketing expert to find and attract top passive candidates Needs Coaching	Boolean and email marketing expert to find and attract top passive candidates Meets Core Objectives in Top Half	Boolean and email marketing expert to find and attract top passive candidates Far Exceeds Key Objectives Top 25%	Boolean and email marketing expert to find and attract top passive candidates Recognized Leader & SME Top 10-15%	Boolean and email marketing expert to find and attract top passive candidates Role Model Top 5%	Boolean and email marketing expert to find and attract top passive candidates N/A
Has mastered the art of networking to identify and recruit outstanding passive candidates	Has mastered the art of networking to identify and recruit outstanding passive candidates Needs Basic Training	Has mastered the art of networking to identify and recruit outstanding passive candidates Needs Coaching	Has mastered the art of networking to identify and recruit outstanding passive candidates Meets Core Objectives in Top Half	Has mastered the art of networking to identify and recruit outstanding passive candidates Far Exceeds Key Objectives Top 25%	Has mastered the art of networking to identify and recruit outstanding passive candidates Recognized Leader & SME Top 10-15%	Has mastered the art of networking to identify and recruit outstanding passive candidates Role Model Top 5%	Has mastered the art of networking to identify and recruit outstanding passive candidates N/A
Great organizer. On top of all issues, always.	Great organizer. On top of all issues, always. Needs Basic Training	Great organizer. On top of all issues, always. Needs Coaching	Great organizer. On top of all issues, always. Meets Core Objectives in Top Half	Great organizer. On top of all issues, always. Far Exceeds Key Objectives Top 25%	Great organizer. On top of all issues, always. Recognized Leader & SME Top 10-15%	Great organizer. On top of all issues, always. Role Model Top 5%	Great organizer. On top of all issues, always. N/A
Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity.	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. Needs Basic Training	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. Needs Coaching	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. Meets Core Objectives in Top Half	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. Far Exceeds Key Objectives Top 25%	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. Recognized Leader & SME Top 10-15%	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. Role Model Top 5%	Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity. N/A
Insightful and accurate interviewer. Focuses on performance, fit and motivation.	Insightful and accurate interviewer. Focuses on performance, fit and motivation. Needs Basic Training	Insightful and accurate interviewer. Focuses on performance, fit and motivation. Needs Coaching	Insightful and accurate interviewer. Focuses on performance, fit and motivation. Meets Core Objectives in Top Half	Insightful and accurate interviewer. Focuses on performance, fit and motivation. Far Exceeds Key Objectives Top 25%	Insightful and accurate interviewer. Focuses on performance, fit and motivation. Recognized Leader & SME Top 10-15%	Insightful and accurate interviewer. Focuses on performance, fit and motivation. Role Model Top 5%	Insightful and accurate interviewer. Focuses on performance, fit and motivation. N/A
With passive candidates: a great recruiter, negotiator and exceptional closer.	With passive candidates: a great recruiter, negotiator and exceptional closer. Needs Basic Training	With passive candidates: a great recruiter, negotiator and exceptional closer. Needs Coaching	With passive candidates: a great recruiter, negotiator and exceptional closer. Meets Core Objectives in Top Half	With passive candidates: a great recruiter, negotiator and exceptional closer. Far Exceeds Key Objectives Top 25%	With passive candidates: a great recruiter, negotiator and exceptional closer. Recognized Leader & SME Top 10-15%	With passive candidates: a great recruiter, negotiator and exceptional closer. Role Model Top 5%	With passive candidates: a great recruiter, negotiator and exceptional closer. N/A

Comment or Clarify

Question Title

* 2. Which description best describes your level of recruiting experience?

Experienced recruiter, more than 5 years

Mid-level recruiter, less than 5 years

New recruiter, less than 1 year

Talent leader

Other

Other (please specify)

Question Title

* 3. What description best describes your recruiting role?

Corporate recruiter

Staffing firm - contingency search

Staffing firm - retained search

Place contractors on assignment

RPO - recruiting process outsourcing

Sourcer or researcher only

Other

Explain

Question Title

* 4. How many requisitions do you handle at any one time?

Less than 5

Between 5 and 10

Between 10 and 15

Between 15 and 20

Between 20 to 30

More than 30

Question Title

* 5. What types of positions do you handle most often? (select one only)

Basic rank and file jobs

Professional staff including sales

Mid-management

Executive

Question Title

* 6. What geographic areas do you focus on?

US and North America

Mexico and South America

UK and Europe

Middle East

Africa

Asia/Pacific

Australia and New Zealand

Comment or Clarify

Question Title

* 7. Include your contact information if you'd like to receive the complete findings.

Name

Company

Title

Question Title

* 1. How would you rank yourself on each of these 12 factors?

Question Title

* 2. Which description best describes your level of recruiting experience?

Question Title

* 3. What description best describes your recruiting role?

Question Title

* 4. How many requisitions do you handle at any one time?

Question Title

* 5. What types of positions do you handle most often? (select one only)

Question Title

* 6. What geographic areas do you focus on?

Question Title

* 7. Include your contact information if you'd like to receive the complete findings.

* 1.
How would you rank yourself on each of these 12 factors?