Talent teams strive to attract and retain top talent at their organizations with their appetizing mission, values, culture, and perks. The competition for all flavors of candidates is fierce. That’s why it’s important to spice up your recruitment marketing every opportunity you get! 

You’re familiar with recruitment marketing best practices and cultivating a well-seasoned candidate experience—but exactly how hot are your recruiting skills? 

Take the quiz to find out!

1. I take the time to listen attentively to hiring managers and candidates about what their needs are, their expectations, and goals.

2. I have a natural curiosity about market trends, upcoming technologies, people, their dreams, desires, and what motivates them.

3. My colleagues and boss would say that when I commit to something, I always deliver.

4. When talking with good candidates, I’m focused solely on the current role for which I am recruiting.

5. I receive a lot of candidates referred to me from my personal and professional networks, which I am continuously trying to expand, to build my network and pipeline.

6. When asking questions to a candidate, if I don’t fully understand their response, I ask the question again in a different way, or dig deeper to have a full understanding.

7. When I get an initial ‘no’ from a top-notch candidate, I quickly accept their decision and move onto the next candidate and don't think to continue the conversation and ask for referrals.

8. Outside of what my manager measures me on, I track my own key performance indicators to continually improve my performance.

9. Normally, my hiring managers and candidates are 100% aware of our current status and not surprised by how long a step in the process takes.

10. I have a set methodology for identifying and prioritizing multiple open requisitions across various stakeholders and do not easily get overwhelmed with competing priorities.

11. I like exploring new technologies to help me find top talent faster and build more automation into my process.

12. I actively look for a wide variety of candidates across gender, race, ethnicity, and neurodiversity, so that I am bringing a wide diversity of candidates to be considered for open roles.

13. I see myself as a talent partner and expert in talent acquisition, not just an order taker.

14. I use more than two or three channels to source and target candidates.

15. I listen to at least 3 webinars, podcasts or other education opportunities each month to learn how to continually increase my skillset and continually improve.

16. I read daily what is happening in my industry that I recruit for and know the latest trends.

17. I can describe our internal process including what is required to create an approved requisition, the entire recruiting process, what happens after an offer is made to a candidate, and the entire onboarding process.

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Everything you need to get started with recruitment marketing.

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