What is a recruiter?
A recruiter’s main responsibility is to search for skilled and committed candidates for a job opening. They also try to meet the demands of both the employer and the employee. They are involved from the sourcing of candidates all the way to the onboarding in some cases.
What are the responsibilities of recruiters?
A recruiter’s main responsibility is to find qualified candidates to fill a job opening. Their responsibilities also include helping with interview preparations, reviewing resumes and cover letters, and managing salary negotiations.
- Design job descriptions according to requirements.
- Interview candidates, review responses, verify references
- Compare candidate experiences to job requirements.
- Use applicant tracking systems to facilitate the recruitment process.
- Building and managing talent pools.
- Conduct background and references of candidates.
Types of recruiters
There are many types of recruiters but keep in mind that they all fall into one of two categories: either internal or external recruiters.
Internal recruiters: Internal recruiters, often known as in-house recruiters, work for the company they represent. Internal recruiters only recruit for the company for which they work.
External recruiters: External recruiters, sometimes known as agency recruiters, headhunters, or search consultants. They work for staffing, recruitment, or headhunting agencies and organizations that assist other businesses in filling job openings.
Some common recruiter-related job titles
- Corporate Recruiter
- Executive Search Consultant
- Talent Acquisition Specialist
- Employment Representative
- Personnel Coordinator
- Human Resources Specialist
Tasks typically performed by recruiters
Recruiters search for candidates and depending on their role, they either report and collaborate with executives of the company they work at, hiring managers, or clients. To keep things simple for what comes next, we’ll refer to the people that recruiters report to as clients.
- Opening the position
- The starting stone of a recruitment process comes when a client calls to ask for assistance filling a vacant position. Recruiters will then receive all the information they require to begin working on the position.
- Posting the job position
- Recruiters promote their positions on their company's website such as the company’s career page, relevant job boards, and social media platforms such as Facebook and LinkedIn. Recruiters will also reach out to their network to see if any candidates are looking for work right now.
- Finding the ideal candidate
- Recruiters review all the applications they received. They will look through resumes to determine which candidates possess the hard and soft skills that their clients require. After reviewing, the recruiter will shortlist the best candidates and send them an interview invitation email, or call them directly through phone to schedule an interview. A good interview should allow both parties to learn more about the other. For the recruiter, interviews are a chance to assess traits that cannot be analyzed by looking at a resume. These are very important as they can make the difference between a good and bad hire.
- Presenting the candidates
- Once a good candidate is identified, the recruiter will present the candidate to the client, introducing the candidate’s job experiences, career goals, and why they will be a good fit for the job.
- Job offer
- When a candidate receives a job offer, the recruiter is often there to assist acting as support for both the client and candidate. Recruiters will assist with any negotiations and make every effort to keep the process running smoothly. This also means letting unsuccessful candidates know that they didn’t get the job by sending a candidate rejection email. Recruiters may also be involved in the onboarding process and give candidates the first day of work orientation.
Recruitment can be a time-consuming and tedious process. A recruitment agency, or even a recruiter, can help you save time and money while also assisting the organization in finding the ideal talent. The expenses of a bad hire can be expensive. It is worthwhile to invest in the recruitment process.