There are no good or bad candidates; there are those who are or are not suitable for a particular position.

So says Nedchanok, a Recruitment consultant at FP Recruitment & Executive Search. We talked with many of our clients and found out why the future lies in strong soft skills how to select a candidate who is exactly approved by the customer.

As a good recruiter, you not only perform your daily tasks. You also make sure that the company constantly attracts and retains good people by providing candidates who will make a difference. But how does a good recruiter succeed in this? It's probably not just one answer to that question. Below is a list of some of the properties required to succeed.

Recruitment, if it is both brand and tactical marketing: you want to attract interest in the company to a certain target group and also to get action in the same target group. I find no reason why marketers and recruiters should not join forces - on the contrary, here are three reasons why it is worth doing so.

You must have been involved - either as a job seeker or as an employer in recruitment that lasts and lasts. Once upon a time, this may have been commonplace and acceptable, but now the agility of recruiting is expected.

It is no secret that the tasks of personnel selection, talent management, and recruitment have changed dramatically in a short space of time. The new technologies and, especially, social networks have been the true elements of this change.