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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.
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.
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
Industry, company expert. Someone worth knowing.
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
Influences hiring manager and hiring team on all decisions.
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
Understands real job needs at technical and results level.
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
Prepares robust, insightful sourcing and branding plans to attract all potential candidates.
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
Uses advanced social media and marketing tools to find best active candidates
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
Boolean and email marketing expert to find and attract top passive candidates
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
Has mastered the art of networking to identify and recruit outstanding passive candidates
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
Great organizer. On top of all issues, always.
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
Leverages technology (LinkedIn, ATS, CRM) to max candidate quality and personal productivity.
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
Insightful and accurate interviewer. Focuses on performance, fit and motivation.
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
With passive candidates: a great recruiter, negotiator and exceptional closer.
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
Comment or Clarify
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)
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
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
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
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
7.
Include your contact information if you'd like to receive the complete findings.
Name
Company
Title
Email
