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.