Campus or graduates recruiters locate and recruit talented students and recent graduates from universities and college campuses to fill job openings or internship positions. They may work for an agency that hires on behalf of numerous companies and organizations, or they may work directly for a particular company.
Brand-new college graduates are a sought-after group of employees. They’re enthusiastic, innovative, and can be inspired with nothing more than doughnuts at the weekly staff meeting.
Because of these excellent attributes, companies tend to search them out, especially when looking to fill entry-level positions that more experienced (and better-paid) workers won’t take. A Campus Recruiter is the one who does the searching. Campus Recruiters travel to different schools to meet with graduating seniors, interview them, and recruit them for jobs.
A recruiting event is set up by an individual college. Then they invite you — a Campus Recruiter — to their campus and pass along the resumes of soon-to-be graduates. This system works well for the school, the company, and the students. The university gets a higher number of employed graduates, which it can then use as a selling point to prospective students. Your company gets a concentrated pool of qualified applicants, and can fill multiple positions in a few, interview-packed days. And the students find employment.
This job is all about connections and selling. You want to make the closest connections with the “best” schools in order to grab the smartest and most driven students in the country. You meet with School Counselors, hold events, and, in general, find ways to be the one to have the first crack at new grads.
Of course, it’s not just about impressing the school. You also need to impress the students. You hold interviews, recruit, and give job offers. You work to convince them that your company is the best, and find ways to woo them away from other potential employers.
A corporate recruiter, also called HR Recruiters or Talent Acquisition Specialists, is a recruiter that works for one company, unlike a contract recruiter or headhunter. The corporate recruiter is responsible for more than just finding great talent to fill one position; they must also write job descriptions, screen resumes, interview candidates, extend job offers, implement on-boarding strategies and keep accurate records of all candidates and new hires. While the job of corporate recruiter may lack some of the variety and pace of headhunting, corporate recruiters can get more in-depth into human resources activities. By managing the recruiting strategies for an entire company, you can get valuable experience that you can always take with you if you decide to work with an agency or as a contract recruiter.
Corporate Recruiters are often referred to as Headhunters, but the term is misleading because your goal isn’t to collect heads like an Amazonian witch doctor. Rather, you are searching for the most talented people to present to the corporation you work for.
Your job makes the hiring process easier for Managers, who can get overwhelmed by applications when they post a help wanted ad on a job board. Many of the responses will be from people who are not qualified for the position. So you help them find the very best person for their company, and save them a lot of time and headaches.
As a Corporate Recruiter, you either work for an independent recruiting agency that finds talent for local corporations, or for an in-house recruiting department at a firm–usually a large one. You can also specialize in finding talent for a particular industry, such as technology, communications, or office administration.
It’s about quality, not quantity. So be prepared to sift through hundreds of resumes to find a handful that possess all the qualities your company is looking for in a new employee. Because you’re a people person, though, you don’t find this work tedious at all.
Rather, you find analyzing employees’ potential and abilities fascinating. You also get an enormous amount of satisfaction from matching the right jobseeker to the right employer, creating a long-lasting working partnership.
One of the benefits to being a corporate recruiter is that you have the stability of working for one company. This means that you can really get to know the industry and get an in-depth understanding of corporate management structure, common job titles and work experience. Even if you plan on striking off on your own as a headhunter at some point in your career, getting experience and gaining knowledge in a certain industry can help you.
Just because you are working with one company doesn’t mean that you have to limit your network. As part of your industry research, attend conferences and seminars and make connections with business people in other companies in the same industry. You never know, the perfect candidate for an open position could be working at one of those companies, waiting to find a better job.
As a corporate recruiter, you may have more duties and wider responsibility than a contract recruiter. Not only do you need to source talent and screen applicants, but you can also get involved with more human resources strategies like on-boarding, employee retention programs or referral programs. You should use your opportunity in corporate recruiting to become a human resources management expert and gain as much experience as you can.
One of the hottest trends in recruiting today is the use of marketing techniques for recruitment marketing initiatives. Employment branding, customer relationship management and value propositions are all factors in hiring and recruiting that are ripped from a Marketer’s playbook. You should use all the tricks marketing gurus use to get the idea out that your company is a great place to work. By using targeted marketing techniques to reach the candidates that are most likely to fit with your company, you can get better quality candidates with less work.
There are a ton of different recruiting technology solutions for recruiters available these days that can make your job more efficient and result in a higher caliber of job candidates. Recruiting software can help you streamline your source channels, keep more accurate and reliable records and give you more ways to find good candidates. Also, Web 2.0 offers recruiters more ways than ever to connect with job applicants; take advantage of the technology available today to get your employer’s brand out there.
As an Executive Recruiter, you find people to run businesses, usually large corporations. Like other Job Recruiters, Executive Recruiters dig through piles of resumes looking for the right person for senior-level positions. But, you go one step further in assessing the skills of the potential employee, as you’re staffing some pretty important roles.
A senior-level worker in a company, or an executive, is responsible for guiding the ship rather than just rowing an oar. As an Executive Recruiter, you ensure that potential candidates for such roles have the practical knowledge to perform daily tasks, and the expertise to guide the company in the right direction.
You figure this out through personal conversations and interviews. You use these interactions in conjunction with your background research on a candidate to give you insight to their personality and work experience.
You should expect to spend a lot of time on the telephone as you verify credentials and check the references of selected candidates. If all works out well, you make someone’s day with a job offer. If not, well then, you start the process over.
Negotiation skills are a must since you’ll discuss wages and overall compensation. It’s your responsibility to make the job offer (and the company) as appealing as possible to the candidate. Recruitment can easily be interpreted as “selling” in this situation.
Staying up to date on the latest federal laws, such as equal employment opportunity and affirmative action, also keeps you busy. As the Executive Recruiter, keeping the company diverse and inclusive is your responsibility.
Remember, just because a person looks good on paper doesn’t mean they’re good in reality. You’re hired for your keen research and good judgment, which together help you assess if a candidate can fill the big shoes required of them.
Executive Search Consultant
Executive Search Consultants always work for the companies, not the candidates. They never work on a contingency basis and there is always some type of a retainer deposit due before starting any search activities.They directly recruit gainfully employed candidates that are not looking.
What about confidentiality?
Executive Search Consultant always work on a confidential basis and they always have some type of candidate guarantees and performance guarantees.
A Headhunter is a highly-skilled Recruiter who “hunts” down employees for a company. As a Headhunter, you use your networking, research, and negotiation skills to fill executive positions within a specific company.
Headhunters may either work for the candidates or the companies. They work on a contingency basis, meaning there is no fee unless you hire a candidate. They locate candidates by any means necessary and their candidates are mostly not looking for another position.
Let’s say a company is looking for a Nuclear Scientist who is an American citizen, speaks German and Italian, and is willing to move to Antarctica. This is not the type of person you find roaming the street, so as a Headhunter, you will need all of your skills to find him/her. The process starts with research. You study the industry, the hiring company, and the competition. Then you use that information to formulate a specific list of qualifications.
Next, you tap into your outstanding network of professionals. These are people high up the ladder in many different industries. They are your peeps, your contacts, your informants. They help you identify key players that might fit the bill. You continue your research by examining trade associations and other groups who list all of the Nuclear Scientists worth mentioning.
Once you’ve narrowed your roll call to the select few worthy of the offer, you start contacting them. They probably aren’t looking to change jobs, but that doesn’t bother you because you sell them—convince them they must accept the position. You set up the interview, negotiate the contract terms, and assist the new employee in his or her resignation at the old firm.
This job requires you to have a list of A-level executives, a Hunter mentality, and a dogged tenacity.
Headhunter – Never works on a confidential basis. They do not, and they will not, give any candidate or performance guarantees.
A business is only as good as its employees. It’s up to a Job Recruiter to track down the very best employees when a job opens up. Large companies and firms want talented individuals who will improve the company and increase business.
As a Job Recruiter, you interview potential employees and guide them through the job application process. Typically a Job Recruiter works as part of the human resource department. That’s the area of a business dealing with federal rules and regulations along with overall employee happiness.
Your job duties will vary from day to day. One day you may interview employees or visit a college to scout out soon-to-be graduates and offer them a position with your company. The next day you may brush up on federal and state regulations regarding employee payment and how to effectively deal with employee complaints. On the whole, you make yourself as knowledgeable as possible on your company and the hiring process so you can find the perfect candidates, and then convince them to come to your company.
What kind of person makes a good Job Recruiter? If you’re a people person who wants to work in a comfortable office but still have a chance to learn new things and tackle different responsibilities on a day-to-day basis, you may find job recruiting a rewarding profession. Think of job recruiting as one big scavenger hunt. For every job opening there’s a perfect employee waiting to fill it. You get paid to go find them.
As a Nurse Recruiter, you’re a Matchmaker between Nurses and places that need nursing staff, like hospitals and clinics. Each Nurse has a special ability, a place where they fit in, and it’s your job to position them where they can make the largest positive impact.
Hospitals, private practices, and nursing homes hire you, the Nurse Recruiter, to connect them with high-quality employees. In some organizations, as the Nurse Recruiter, you work closely with human resources to keep turnover rates low, ensuring that a consistent and comfortable environment is there for patients who may have to stay in a hospital bed for a while.
The search starts on college campuses and job fairs. As soon as interested students finish their nursing programs, you can review them to see if they’re worthy candidates. They must be licensed and properly trained, and if they’re not, you can decide if you want to help them obtain certification and give them a boost into their dream career.
Some people have a gift for entertaining children; others want to work personally with individual patients, even traveling with them if necessary; still others keep calm and collected during emergencies. You have a talent for collecting these Nurses, and understanding what they’re good at and whom they can help.
You gain satisfaction in knowing that you were a factor not only in providing a hopeful Nurse with a career, but also in adding a good person to a medical staff. You may just be one Registered Nurse, but while recruiting, you can wield the healing power of one hundred.
A sourcer or candidate sourcing specialist, is someone who searches out and finds candidates for often highly technical, specialized, and hard-to-fill roles within an organization by building a candidate funnel, which is why the title for this positions has evolved from simply “sourcer” to “technical sourcer.” Sourcing is now predominantly accomplished by using the internet to search, source, and locate candidates but can also be done using phone sourcing or other methods. Depending on the size of the organization and industry, this role might serve in phone screening or an initial qualifying call with candidates but it depends on the larger organization and department. This is often a non-exempt role and commonly a contract position.
A candidate sourcing specialist is a person who finds ideal candidates for job positions. You might be employed by large corporations or work outside a company and be hired remotely. In either case your job is to look over applicants’ resumes and find the most suitable candidates for the positions available.
A list of position openings are given to you by managers and human resources personnel at the companies you work for, and it is then your responsibility to provide them with a list of people to interview. You have a lot to take into consideration when you’re finding your ideal candidates. You must find someone who fits the bill in the areas of education and experience, as well as salary and location. Since most of the work you do is online, your location is actually up for debate. Working from home is fairly common for sourcing specialists, with the exception of interviews (if that is a part of your role for the company).
Your daily tasks are to post jobs, review resumes, check with references, communicate with applicants and employers, update postings, and conduct interviews. You should be very organized in order to juggle all of the job applicants plus the meetings you have to dart around to. Networking and attending job fairs are also great ways for you to meet clients who may need your sourcing help, and give you an opportunity to familiarize yourself with various company structures and their particular needs.
Sourcers, also called talent sourcers have a variety of iterations depending on the needs of the company, which make this role very unique for each organization. These specialists are responsible for candidate sourcing and applicant screening as well as building a talent funnel and candidate engagement for open positions at a company.
A typical day as Sourcer includes:
Recruiting and screening candidates for current and future positions.
Develop, test, and track recruitment strategies to create an effective sourcing plan for top talent.
Engage and activate passive candidates through recruiting best practices and programs.
Build relationships with candidate communities to maintain a network of potential candidates and nurture a pipeline of potential candidates.
Communicate frequently with departmental and executive stakeholders to understand the needs of our hiring managers.
A recruitment researcher, also called talent miner, works closely with teams and help build top-tier talent pipelines and mapping reports.
The value of a talent Miner
There are people in the HR/recruiting industry who believe that searching databases, the Internet, and social networking sites to source talent is relatively easy and that it can be automated through the use of technology.
While those people are actually right (to an extent), but it’s not that simple.
While anyone can manually write or automate basic searches and find some people, those searches only return a small percentage of the available talent that can be found and they also exclude qualified people. Moreover, there are actually many different levels of searching human capital data in the form of resumes, social media profiles, etc., most of which cannot be replicated or automated by software solutions available today.
Talent mining is a new concept in recruitment. Hiring is one the most important functions of Human Resources Management. In today’s fast-growing world, it plays even more than a critical role for the organizations because of the rapid pace of the technology and digitization. In the field of recruitment, selection and hiring, there are many different but similar concepts such as talent finding, talent acquisition, head-hunting which address this function. Despite that, however, these concepts are not enough to explain this crucial process entirely, especially when it comes to Information Technologies (IT) sector. Therefore, as sHR., we introduce a new concept called “Talent Mining”.
Talent mining seeks to solve the talent shortage in the world. Recently, employers experience difficulty to fill job vacancies due to the lack of available talent. In the market, there is a labor supply-demand imbalance; especially, in the IT sector. Therefore, traditional methods and strategies are neither enough nor valid anymore to solve the global workforce crisis. For that, some organizations have already started adopting new strategies to overcome the talent shortage like utilizing non-traditional –or previously untried- recruiting practices.
Talent Mining uses Data Mining, which according to Wikipedia is the process of sorting through large amounts of data and picking out relevant information, or “the nontrivial extraction of implicit, previously unknown, and potentially useful information from data” and “the science of extracting useful information from large data sets or databases.”
Talent Mining therefore is the science of sorting through large amounts of human capital/talent-related data, typically found in articles, web pages, resume databases, on the Internet, in social networking profiles, blog posts, etc., and extracting out relevant and useful information from the data that can be used for talent identification and acquisition.
Talent Mining is commonly performed manually and automatically, through the creation and execution (or saving for routine execution, as in the case of search agents or alerts) of Boolean search strings to retreive human capital/talent data from which a recruiter can use for knowledge discovery and talent identification and acquisition.
True Talent Mining goes well beyond “buzzword matching,” and in the hands of an expert Talent Miner, Boolean search strings can be used to perform Semantic Search – using semantics, or the science of meaning in language to produce highly relevant search results – even from unstructured data. How’s THAT for sexy?
If you want to identify who will be successful in the future, you should look at who is successful now. If you want to find candidates with the same strengths as your organisation’s most successful staff, you can analyse new and old video interviews on YouTube, etc to look for patterns of success among your own staff. After that, it’s a simple matter of finding candidates who exhibit the same patterns.
Big Data has given rise to a number of recruiting techniques designed to make recruiting efforts more precise and accurate. While these techniques predate the rise of Big Data, the explosion of available information has led to the development of algorithm-driven recruiting software solutions (as well as firms that specialize in algorithm-driven recruiting); and helped refine the tools and techniques used specifically for recruiting. These tools and techniques include data mining, keyword filtering, and testing.
By analyzing from where successful candidates have been hired can simplify the recruiting process as well. For example, a firm whose internal analyses have revealed that 49% of their top performers had their initial contact with a recruiter from Viadeo, may lead the firm to reduce advertising on LinkedIn, and instead ramp up recruitment efforts on the French social networking site.
Recruiters and human resources professional can also combine data mining with predictive analytics – the use of statistical methods and techniques to forecast the probability of a likelihood occurrence using historical data, to generate predictions about a candidate’s likely tenure with the firm should they be hired. These insights can also be used to provide parameters for the recruiting of external candidates.
Data mining, or as some recruiters call it “talent mining” can be done manually or automatically online. Individual recruiters and/or software can search online resume databases (internal or external), professional social network profiles, or other websites of interest for personnel who might be a match for an opening.
Social networks, in particular, capture significant information about an individual. Recruiters can determine not only whether a candidate might be a good fit for the culture of the firm, but also whether they might be successful there, by assessing this information against internal profiles of high performing candidates. For example, a firm’s highest performers may spend a small amount of time on a single social network. A candidate who spends considerable time on multiple social networks might raise some flags. Alternatively, a social network might indicate that the candidate is engaged in activities that might impair their productivity, such as excessive drinking or high-risk hobbies, such as extreme sports. These insights can be helpful to the diligent recruiter.
Using desired skills and other characteristics as keywords, recruiters can run searches in popular search engines, on professional and non-professional search engines, in public or private online communities, and on other online properties. This can yield promising leads, who recruiters can contact for an informational or formal interview.
Keyword filtering is also helpful when screening out applicants who have applied for a position through a web-based talent management application (either proprietary or from a third-party recruiter). Recruiting software automatically scans submitted resumes and cover letters for specific keywords, rejecting those without them, and returning to recruiters only the candidates who fit the job description on paper.