In short
The problem: Many people considering a career in recruitment worry they don’t have the “right” background or enough experience and they fear that if they can’t tick every box, they’ll never get started.
The solution: You do not need years of experience to start in recruitment. This guide replaces credential anxiety with a practical path built on mindset, transferable skills, and expert tips from recruiters who’ve done it.
The outcome: Aspiring recruiters can assess whether they are ready to start, showing that success comes from mindset, transferable skills, and practical habits rather than long experience. Readers leave with a clear, confidence-building roadmap of the qualities to build, the skills to practice, and the first steps to break into recruitment.
How to be successful in recruitment:
So, you want to be a recruiter, but you’re wondering if you’re qualified enough?
If you're reading this, there's a good chance you're curious about starting a career in recruitment… but also quietly wondering if you really have what it takes.
Maybe you've scrolled through job listings that ask for “2–3 years of experience” and felt your confidence dip. Maybe you’ve seen polished LinkedIn profiles and thought, “How do I even get to that level?” Or maybe you’re simply wondering if being good with people is really enough to make it in this field.
Luckily, you don’t need a 10-year resume to get started in recruitment, but you do need grit.
Many successful recruiters started exactly where you are now: full of questions, light on experience, but driven by curiosity, ambition, and a genuine interest in people. They weren’t born knowing how to screen candidates or write the perfect outreach message. They learned by doing, messing up, asking questions, and showing up again and again.
And you know what else they had? Not a perfect background, but the right mindset.
What most job descriptions don’t tell you is that recruitment is one of those rare fields where your personal qualities often outweigh your formal credentials. You could be coming from a B2C or B2B sales background or pivoting from another industry entirely and still thrive in recruitment.
This blog will explain what really matters when you’re trying to break into recruitment and why you might be more ready than you think.
Let’s talk about the experience and qualities needed to be successful in recruitment, starting with the ones you probably already have.
Related: The difference between permanent and contract recruitment
Our experts
There’s no better way to understand how to be successful in recruitment than directly from our recruiters, and the people who recruit recruiters, themselves!
Huzefa Soni is the Senior Division Director at Robert Half based in Melbourne, where he leads the delivery of high impact contracting and consulting solutions across software engineering, data, AI, and business transformation. He partners with organisations to accelerate innovation, improve operational efficiency, and solve complex talent and transformation challenges. Known for his commercial acumen, technical insight, and people-first approach, Soni builds scalable, high-trust practices that align with strategic business goals and empower teams to thrive in fast-changing environments.
Jessica Shanks is the Senior Talent Director for Permanent Finance and Accounting at Robert Half in Perth, specialising in placing high-calibre transactional professionals. Over the past four years with Robert Half, Jessica has had the privilege of supporting our junior talent as they step into career-defining opportunities, while helping clients secure newly qualified professionals who are truly worth investing in.
Clinton Marks is the Director of Robert Half for Melbourne and Perth, where he leads teams across finance, accounting, technology, and business support recruitment. With more than two decades of experience in talent acquisition and leadership, he has built a reputation for helping organisations attract and retain high-calibre professionals while guiding them through an increasingly complex workforce landscape. His focus is on combining data-driven insights with a deep understanding of people and culture, ensuring businesses make hiring decisions that deliver long-term success.
Hayley Bacher is a Talent Acquisition Partner for Robert Half in Australia & New Zealand. She plays a strategic role in workforce planning, connecting top talent across sectors, and shaping the employer brand across the region. Hayley works closely with hiring managers to anticipate workforce needs, foster sustainable growth, and ensure Robert Half remains a trusted recruitment partner.
Alex Minter is the APAC Talent Acquisition & Inclusion Manager at Robert Half based in Melbourne. Since joining the business in 2015, initially as a recruiter, he has led internal hiring across the APAC region and now combines this with a regional leadership role in our inclusion programs. Alex partners closely with hiring leaders to align recruitment with business goals, embed inclusive hiring practices, and build a strong, future-ready workforce.
Experience helps – but these qualities matter just as much
If you’re just starting out, it’s easy to obsess over the experience you don’t have. But here’s what recruiters rarely say out loud: experience might get your foot in the door, but it’s your personal qualities that will carry you through the job.
Recruitment isn’t about having all the answers from day one. It’s about showing up with the right mindset, growing fast, and connecting deeply with hiring teams.
Clinton reflects on how to be successful in recruitment and says, “Great recruiters are driven. That is really the foundation stone. Recruitment rewards action, effort and consistency. It is a meritocracy where talk means little and performance is visible to everyone. You cannot charm your way into success or hide behind style without substance. What matters is what you deliver, how you grow, and whether you make the people around you better.”
Based on this, let’s look at eight traits that you probably already have, and will allow you to be successful in recruitment:
Curiosity and active listening
Great recruiters are deep listeners. If you’re naturally curious about people, how they think, and what they need, you already have the foundation for success. Being genuinely interested helps you ask better questions, pick up on what’s not being said, and match the right people with the right roles.
Jessica reminisces on her successful career so far at Robert Half saying, “Some qualities that helped me succeed as a recruiter were self-accountability and a strong drive to learn and grow. I’m open to feedback and reflect on it to improve, and I bring humility in recognising when things don’t go as planned. My curiosity helps me understand people’s motivations and how things work, while my confidence allows me to engage with others even in unfamiliar situations. I’m also relatable, value my integrity and therefore able to build genuine connections quickly.”
Alex agrees, saying “curiosity matters because great consultants are naturally interested in people - they ask thoughtful questions, dig beneath the surface, and want to truly understand their clients’ and candidates’ motivations.”
Resilience and rejection handling
Rejection is part of the job. Candidates drop out, offers get declined, clients change their minds. It stings, especially when you care. But successful recruiters don’t let that stop them. They feel it, learn from it, and keep going. If you’ve ever bounced back from disappointment and still showed up, you’ve already got this muscle.
Soni adds: “The role comes with inevitable setbacks like deals falling through, candidates withdrawing, clients changing priorities. If you have grit, it helps you push through challenges, maintain consistency, and stay results-driven despite the ups and downs.”
Clinton echoes this saying: “Resilience sits at the centre. You are going to hear “no” often, from candidates, clients and circumstances. The job tests your patience, your judgement and your self-worth. To be successful in recruitment means finding meaning in those moments. These people have an inner story that keeps them anchored, a sense of purpose that makes the hard days worth it. They know why they do what they do, and that understanding fuels them when results are slow or luck runs thin.”
Relationship-building skills
Recruitment is a people business. If you know how to build trust, follow up without being pushy, and make people feel heard, you’re ahead of the game. You don’t need to be extroverted. You just need to be real, consistent, and human.
“Recruitment is about relationships. Consultants must come across as knowledgeable, reliable, and ethical. Credibility earns long-term trust, repeat business, and strong referrals, which are key to sustainable success in this field,” says Soni.
Authenticity
“People buy from people and to be successful in recruitment, you need to be yourself and confident in your ability,” says Hayley.
Authenticity is a cornerstone of successful recruitment because it builds trust and credibility with both clients and candidates. When you communicate openly and genuinely, you create stronger relationships, foster transparency, and ensure expectations are aligned from the start. Authenticity also helps recruiters represent opportunities accurately, which leads to better matches and long-term satisfaction for all parties.
Time management and organisation
You’ll juggle candidates, interviews, hiring managers, and last-minute changes often all in one day. If you’ve ever planned an event, managed schoolwork and a part-time job, or just kept your life in order under pressure, those are transferable skills recruiters live by.
Alex echoes this with “recruitment is fast-moving and the ability to manage multiple demands without dropping the ball is essential.”
Hunger to learn
No one expects you to know everything but they do expect you to want to learn. If you’re open to feedback, ask good questions, and take action on what you learn, you’ll grow faster than someone with years of stale experience.
And chances are, you already have some of these skills. So instead of worrying about what’s missing from your resume, focus on building these qualities as they’re what turn beginners into brilliant recruiters.
Entrepreneurial nature
“Recruitment, especially in a contract or consulting model, requires proactive ownership. To be successful in recruitment, you need to think commercially, spot opportunities, and build your own success rather than wait for leads. It’s that business-minded attitude that drives growth,” says Soni.
Storytelling
Hayley says the art of storytelling is important in communicating with clients and candidates.
“When you can share a narrative, rather than just stating facts, you create a genuine connection with both clients and candidates, helping them see where they fit and feel confident about the journey ahead. It links back to the importance of relationship building and storytelling as a strategic communication tool to help strengthen trust”.
Related: How to find the right recruitment agency for you to join
Experience that counts (even if it isn’t exactly recruitment)
One of the biggest myths about starting a career in recruitment is that you need a background in HR or a degree in something. Truth is, many of the best recruiters didn’t come from corporate environments at all.
Clinton says “When I think about the experience that helps someone thrive in recruitment, it is anything that contributes to personal growth. I am drawn to people who have embraced discomfort, who have had to stay calm in uncertainty, and who have learned humility when things have gone wrong. It could be hospitality, sport, teaching, travel, or any experience that has taught them respect for others and the small lessons that come from mistakes. A CV does not tell me very much. It is not that I am uninterested in what someone has done, but I am far more interested in what they have learnt in the process. I listen for people who can explain their experiences with perspective, who speak from an awareness that I do not know their circumstances, and who think from my point of view as well as their own. Those who are not afraid to take you into those moments, and can speak openly about when things did not go to plan, are usually the people who make me feel I am speaking to the right person.”
Real-world experience with people especially in fast-paced, emotionally demanding roles like sales and customer service is what helps you stand out.
Soni says, “I look for a background in sales, particularly consultative, problem-solving sales roles. Sales experience translates extremely well into recruitment because it builds key behaviours like resilience, influence, and commercial awareness. Someone who has been in a high-rejection environment understands how to handle setbacks constructively, stay motivated, and keep moving forward. Consultative sales also teaches individuals how to truly understand a client’s needs, ask the right questions, and tailor solutions rather than just push a product. That approach aligns perfectly with recruitment, where success depends on solving client problems through people, not just filling jobs.”
Here’s how those jobs you may be overlooking are actually training grounds for recruitment success:
B2B Sales (Business-to-Business)
If you’ve ever sold a product or service to another company, you already understand a huge part of recruitment: building trust, understanding needs, and handling objections. Reaching out to hiring managers or clients as a recruiter is very similar. You’re essentially “selling” top talent as a solution to a business need. Your ability to manage relationships, follow up with leads, and close deals translates perfectly.
Alex says, “I’ve found that people who’ve worked in client-facing, solution sales roles often transition well into recruitment. For example, those from industries like SaaS tend to already understand how to build trust, manage expectations, and deliver value in a commercial context. Equally, individuals from corporate environments adjacent to our verticals can often bring a great understanding of how our clients think - they can “speak the same language,” which gives them credibility from day one. It’s less about having done recruitment before and more about having had to influence, communicate, and deliver outcomes through people.”
B2C Sales (Retail, Call Centres, Direct Sales)
Dealing with customers face-to-face (or over the phone) teaches you how to think on your feet, build rapport quickly, and handle tough conversations with grace. These are golden skills for a recruiter. Every candidate interaction is a mini negotiation, from pitching a role to discussing salary expectations. If you’ve worked in B2C sales, you already know how to read people, listen actively, and tailor your message, all of which give you a head start.
Customer Service (Support Roles, Hospitality, Front Desk)
This one is a hidden gem. Recruitment is full of unpredictable moments: candidates ghost, clients change their minds, interview schedules fall apart. If you’ve worked in a role where you had to stay calm under pressure, solve problems fast, and keep people feeling heard, you’re already doing the emotional labour that recruitment demands. Your empathy, patience, and problem-solving instincts are serious assets.
Jessica says, “I was an operational people manager, in starting my recruitment career I quickly realised how running a business made me understand the importance and impact of the role I was recruiting. Being from a process driven background that was heavily audited, and every dollar spent had to be justified, I understood the important of the right person for the right role and the pain points of business leaders.”
Think about the skills you’ve used in your past roles. You’ve already been influencing decisions, building trust, and handling high-stakes conversations, key ingredients of how to be successful in recruitment.
Skills that are necessary (likely not what you think)
You might not have the title yet, but that doesn’t mean you can’t start building the skills that make a recruiter stand out from day one. In fact, what you know and how you practice those skills right now can give you a real edge especially when you’re just starting out.
The skills that Jessica looks for when recruiting people for her own team are not strictly recruitment-related. “I value skills in people management, large-scale process improvement and change management, as well as strong research capabilities like understanding market trends and collaborating with business leaders to bring innovative ideas and solutions from across industries to our clients.”
Here are four high-impact skills that don’t require years of experience. They just require intention, practice, and a willingness to learn:
Thinking on your feet
“In terms of skills, the best recruiters think on their feet. They are strong communicators, not necessarily articulate in a polished sense, but able to move people through the questions they ask and the stories they tell. They connect both logically and emotionally. They can hold the attention of others because they are genuinely interested, not because they are performing,” says Clinton.
Building your personal brand online
You will be more effect as a recruiter when you are visible. Sharing what you're learning, commenting on others’ posts, or writing about your journey into recruitment builds credibility and shows future employers you’re serious about the field. It doesn’t have to be polished or perfect, just real, consistent, and curious.
People skills and EQ
Success in recruitment hinges on your ability to connect with others and read the room.
Alex says, “There are no islands in our business. You can’t operate as a solo-person and do well here. You need to be both the kind of person others want to collaborate and co-broker with in the office environment as well as the type of consultant your customers will want to trade with. Too much ego and you won’t be either of those things.”
Soni seconds this by saying, "Empathy is critical because clients (and candidates) want to feel understood, not just sold to. How to be successful in recruitment means a consultant who can genuinely put themselves in the client’s shoes is better positioned to uncover real needs and deliver meaningful outcomes.”
How to start gaining real world recruitment experience
One of the most frustrating parts of starting a career is feeling like you’re stuck in a loop: you need experience to get the job, but you need the job to get experience.
But recruitment, unlike some other fields, gives you creative ways to break that loop. You don’t need a company badge or formal title to start building the kind of experience that counts.
Here’s how to do it on your own terms:
Volunteer to help with hiring in student orgs or nonprofits
Got a connection to a student club, charity, or small business? Offer to help with their next hire or volunteer intake. You can post roles, screen applicants, and even sit in on interviews. It may not be “corporate,” but it’s real recruiting experience and a fantastic story to tell in interviews. You’ll show initiative, people skills, and a hands-on approach to learning.
Reach out to recruiters for informational interviews
One of the best ways to learn (and be remembered) is by asking for advice. Find 2–3 recruiters you admire on LinkedIn. Send a brief, kind message asking if they’d be open to a quick call to share how they got started.
Most people remember the ones who are thoughtful, curious, and eager to learn. You’ll gain insight, build connections, and potentially open doors even if nothing happens immediately.
Success stories
Among the many recruiters Alex has brought on board at Robert Half, one story truly stands out, a former sales professional who transformed their skills into a thriving recruitment career and became one of the team’s top performers.
“We hired a consultant from an advertising and sales background. He’d never worked in recruitment before but had a few years of experience in the auto industry. What has made him so successful is his people instinct and commercial mindset. He intuitively understands client service and how to build rapport quickly. He understands people and outcomes, and moreover – what it takes in this industry to get him to where he wants to be. I remember observing him be a sponge when he first came in, seeking out the answers, learning from others and then applying it with a strong work ethic. As a leader now, I also see him imparting this knowledge to new consultants – always approachable and leading by example. It’s a great reminder that when we hire for qualities and mindset first, we can teach the rest.”
Hayley also reflects on a recent hire in the Melbourne office “from a fundraising and retention background. She has got up to speed really quickly and is thriving in the business, receiving multiple 5* google reviews in her first 6 months. Another person is a consultant who came from a BD background before he joined us in 2019. He has been promoted five times and often attends our awards ceremony in Monaco.”
How to be successful in recruitment?
Careers page
In their closing thoughts, our team of experts give their final advice on how to be successful in recruitment and advise they have when going for the job.
Jessica: “I think you need to feel comfortable that you aren’t always going to get it right and even after many years recruiting, I am still finding opportunities to refine and improve. Creating trusted partnerships with my clients has allowed me to ask for their expertise on occasion too– they are invested in my success as much as I am with theirs.”
Soni: “If you have the drive to think commercially, build strong relationships, and approach every interaction with a consultative, problem-solving mindset, you can build a highly successful and rewarding career here at Robert Half. What you put in directly determines what you get out.”
Clinton says the people who build lasting careers share certain traits.
“They have energy, curiosity and self-belief, but they are also grounded. They hold themselves to high standards even when nobody is watching. They are comfortable being uncomfortable. Where others look for reassurance, they look for feedback. They demand to be coached, chase constructive criticism, and are not afraid to ask the questions that could bruise the ego. They believe growth sits on the other side of discomfort, and they seek that space deliberately.”
Trying to land a job in recruitment? Clinton says the key is being a great human being.
“Recruitment consultants often carry negative stereotypes. Everyone has probably met someone in this job they did not trust or like. That is why character is everything. You can find people who are smart, motivated and highly emotionally intelligent, but if that energy is pointed in the wrong direction, it serves the wrong purpose. The best consultants work hard, want to succeed, but do it for the right reasons. They compete with integrity, they lift others, and they know that in the long run, character always wins."
Explore what a recruitment career at Robert Half has to offer.
Frequently Asked Questions (FAQs)
How can I become a successful recruiter?
To become a successful recruiter, focus on building genuine relationships, understanding your clients’ and candidates’ needs, and staying informed about market trends. Strong communication, resilience, and the ability to tell a compelling story about opportunities are key. Above all, authenticity and trust will set you apart.
What skills does a good recruiter need?
A good recruiter needs strong communication and relationship-building skills, attention to detail, resilience, and the ability to understand both client and candidate needs. Market knowledge, problem-solving, and authenticity are also key to building trust and making successful placements.
What habits or behaviours differentiate top recruiters?
Top recruiters stand out through habits like proactive communication, consistent follow-ups, and genuine relationship-building. They stay curious about market trends, prioritise listening over selling, and maintain resilience when challenges arise. Above all, they act with authenticity and deliver value at every interaction.
How do I measure success as a recruiter?
Key metrics include time-to-fill, quality of hire, client satisfaction, and candidate experience. Success is measured by trust and impact, not just numbers.
What common mistakes do recruiters make?
Common mistakes recruiters make include focusing too much on speed over quality, neglecting to build genuine relationships, failing to communicate transparently, and overlooking cultural fit. Others include not staying updated on market trends or relying solely on job descriptions instead of understanding client needs.
How is technology changing recruitment and what should I adopt?
Technology is transforming recruitment through AI-driven sourcing, automated screening, and data analytics that improve efficiency and candidate matching. Tools like applicant tracking systems (ATS), video interviewing platforms, and AI chatbots can streamline workflows, while LinkedIn Recruiter and CRM systems help build stronger talent pipelines. Adopting tech that enhances personalisation and speeds up repetitive tasks will keep you competitive without losing the human touch.
