Corporate recruiters are individuals hired by corporations to fill any open positions within the business. Companies entrust recruiters with the task of infusing fresh blood into their organizations, and rely on recruiters' expertise, contacts, communication skills, psychological selection abilities and research prowess to find the most suitable candidates.
Corporate recruiters can be on the company's payroll, or they may be stand-alone, professional, third-party recruiters, and company owners or staff agency members. Recruiters are involved throughout the recruitment process and manage advertising, job board placement, pre-screening and even internal interviewing on behalf of the corporation. They are usually the candidates' only point of contact and maintain communication with them from beginning to end. They can either rely on the corporation's specific applicant tracking system and job posting, or they can proactively seek and identify the most appropriate candidates for a position.
Corporate recruiters juggle various responsibilities, depending on the corporation and the type of service they provide. They may have other human resource responsibilities within a company, or they may be filling several roles for different clients. Their specialties range from sales to legal consultancy, and independent recruiters are usually more flexible than in-house corporate recruiters. Third-party recruiters will also usually maintain a much larger active clientele and job seeker database, while in-house recruiters may have a firmer grasp on the culture and practices of the company.
Conventional corporate recruiter responsibilities, which include researching, locating and securing a candidate, attract secondary duties, such as travelling, reporting and ensuring optimum communication with the candidate. Maintaining close liaisons with organizations, universities and other recruiters are crucial.
Whatever the context, a corporate recruiter will usually perform these tasks:
- Writing job descriptions and ads
- Researching on-line recruiting platforms
- Visiting colleges, workshops, career expos and campus job fairs
- Checking background and references
- Meeting with corporate C-level managers, middle managers and HR managers to identify candidate requirements
Traditional education requirements for corporate recruiters, as for most other career paths, are changing in this fast-paced business world, but the emphasis on a bachelor's degree still stands. Degrees that prepare aspiring recruiters are in the following fields:
Established corporate recruiters usually have a solid background in one or several of these fields. However, communication skills can be more important to corporate recruiters, as most of their tasks revolve around networking. An MBA or an MS may be required to join the ranks of corporate recruiters working for top firms, but earning certifications from organizations such as NAPS (the National Association of Personnel Services), could be just as effective in securing a job.
- Human Resources
- Business Administration
- Management Studies
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