Values ​​come in handy when trying to solve problems. There are at least two ways to solve problems; one is to simply give it a try without considering the underlying forces. The other is to analyze before acting. The analysis begins with descriptions of past and current states and ends with prescriptions for how to make positive changes. Value is obtained by moving from descriptions through predictions to prescriptions (Fitz-enz & II, 2014). A recruiter with values ​​that aid his judgment in solving problems to the best of the company is an asset. Competence, or an individual's ability to do a job correctly, is a very important aspect of being an excellent recruiter, as you need to know who to hire and who not to hire and why. Competencies can provide a structured model that can be used to integrate management practices across the organization and align recruitment, performance management, training and development, and rewards practices to reinforce key behaviors valued by the organization. Emphasizing excellent and effective recruiting practices means monitoring and rewarding their effective recruiting behavior and deliverables. Rewards may be performance-related