Different Types Of Recruiters 1
•
1 like•905 views
This document discusses different types of recruiters and provides tips for interacting with them. There are three main types of recruiters: corporate recruiters who work directly for companies; retained executive recruiters who have contractual partnerships with hiring employers; and contingency recruiters who are only paid if a candidate they submit is hired. The tips advise understanding the job criteria recruiters are looking for, communicating as you would with a hiring manager, and understanding recruiter specifications before pitching your candidacy.
Report
Share
Report
Share
Download to read offline
Recommended
The Ins and Outs of Working With Recruiters
Marianne Grady has worked with more than 100 recruiters in her career as well as handled the company internal recruiting function. In this presentation she gives some great tips and some of the biggest mistakes made by job seekers. See her website: www.RiseAboveResources.com for more help in your job search!
IT Club GTA - Working with IT Recruiters: Top Strategies in 2015
Alpana Patel, TEKsystems
Working with IT Recruiters: Top Strategies in 2015
IT Club GTA
March 17, 2015
Dealing With Executive Search Companies and Corporate Recruiters
This document provides advice for job seekers on dealing with executive recruiters and interviews, negotiating job offers, and following up after accepting or declining an offer. It recommends preparing for different interview questions, highlighting strengths, and using anecdotes. It also stresses making a good first impression, building trust, showing competence, and negotiating all aspects of the compensation package. The document emphasizes researching the employer and market worth, being accessible and flexible during negotiations, and maintaining professional relationships regardless of the outcome.
Working With Recruiters
The document provides guidance on working with recruiters and search firms. It explains that recruiters can help candidates find jobs faster by providing industry contacts and preparing candidates. It describes different types of recruiters like in-house, contingency, and retained recruiters. Candidates should not pay recruiters, as recruiters are paid by client companies. The document advises building long-term relationships with recruiters and provides dos and don'ts for working with recruiters effectively.
Recruiting on a Budget | Robert Wever, Alexis Munger and Anton Plotkin | Lunc...
About UCI Applied Innovation:
UCI Applied Innovation is a dynamic, innovative central platform for the UCI campus, entrepreneurs, inventors, the business community and investors to collaborate and move UCI research from lab to market.
About the Cove @ UCI:
To accelerate collaboration by better connecting innovation partners in Orange County, UCI Applied Innovation created the Cove, a physical, state-of-the-art hub for entrepreneurs to gather and navigate the resources available both on and off campus. The Cove is headquarters for UCI Applied Innovation, as well as houses several ecosystem partners including incubators, accelerators, angel investors, venture capitalists, mentors and legal experts.
Follow us on social media:
Facebook: @UCICove
Twitter: @UCICove
Instagram: @UCICove
LinkedIn: @UCIAppliedInnovation
For more information:
cove@uci.edu
http://innovation.uci.edu/
A Comprehensive Guide to Temp Placement Agencies.pdf
Temp placement agencies serve as intermediaries between employers and job seekers, providing temporary staffing solutions across various industries.
Unit 2.2 19 recruitment & selection
The recruitment and selection process involves finding and hiring suitable candidates for open positions in a company. It begins with planning and identifying job vacancies, creating job descriptions and advertising open roles. Applications are reviewed and shortlisted candidates are interviewed. References and tests may also be used in selection. If a candidate is suitable, they are made a job offer and contract. The goal is to choose the right person for each role through a well-managed process.
Unit 2.2 19 recruitment & selection
The recruitment and selection process involves finding and choosing suitable candidates for jobs within a company. It begins with planning to fill vacancies, developing job descriptions and advertising positions. Companies then sort through applications, conduct interviews and assessments, check references, and make offers. The goal is to implement fair procedures to identify the best candidates who align with job requirements and company culture.
Recommended
The Ins and Outs of Working With Recruiters
Marianne Grady has worked with more than 100 recruiters in her career as well as handled the company internal recruiting function. In this presentation she gives some great tips and some of the biggest mistakes made by job seekers. See her website: www.RiseAboveResources.com for more help in your job search!
IT Club GTA - Working with IT Recruiters: Top Strategies in 2015
Alpana Patel, TEKsystems
Working with IT Recruiters: Top Strategies in 2015
IT Club GTA
March 17, 2015
Dealing With Executive Search Companies and Corporate Recruiters
This document provides advice for job seekers on dealing with executive recruiters and interviews, negotiating job offers, and following up after accepting or declining an offer. It recommends preparing for different interview questions, highlighting strengths, and using anecdotes. It also stresses making a good first impression, building trust, showing competence, and negotiating all aspects of the compensation package. The document emphasizes researching the employer and market worth, being accessible and flexible during negotiations, and maintaining professional relationships regardless of the outcome.
Working With Recruiters
The document provides guidance on working with recruiters and search firms. It explains that recruiters can help candidates find jobs faster by providing industry contacts and preparing candidates. It describes different types of recruiters like in-house, contingency, and retained recruiters. Candidates should not pay recruiters, as recruiters are paid by client companies. The document advises building long-term relationships with recruiters and provides dos and don'ts for working with recruiters effectively.
Recruiting on a Budget | Robert Wever, Alexis Munger and Anton Plotkin | Lunc...
About UCI Applied Innovation:
UCI Applied Innovation is a dynamic, innovative central platform for the UCI campus, entrepreneurs, inventors, the business community and investors to collaborate and move UCI research from lab to market.
About the Cove @ UCI:
To accelerate collaboration by better connecting innovation partners in Orange County, UCI Applied Innovation created the Cove, a physical, state-of-the-art hub for entrepreneurs to gather and navigate the resources available both on and off campus. The Cove is headquarters for UCI Applied Innovation, as well as houses several ecosystem partners including incubators, accelerators, angel investors, venture capitalists, mentors and legal experts.
Follow us on social media:
Facebook: @UCICove
Twitter: @UCICove
Instagram: @UCICove
LinkedIn: @UCIAppliedInnovation
For more information:
cove@uci.edu
http://innovation.uci.edu/
A Comprehensive Guide to Temp Placement Agencies.pdf
Temp placement agencies serve as intermediaries between employers and job seekers, providing temporary staffing solutions across various industries.
Unit 2.2 19 recruitment & selection
The recruitment and selection process involves finding and hiring suitable candidates for open positions in a company. It begins with planning and identifying job vacancies, creating job descriptions and advertising open roles. Applications are reviewed and shortlisted candidates are interviewed. References and tests may also be used in selection. If a candidate is suitable, they are made a job offer and contract. The goal is to choose the right person for each role through a well-managed process.
Unit 2.2 19 recruitment & selection
The recruitment and selection process involves finding and choosing suitable candidates for jobs within a company. It begins with planning to fill vacancies, developing job descriptions and advertising positions. Companies then sort through applications, conduct interviews and assessments, check references, and make offers. The goal is to implement fair procedures to identify the best candidates who align with job requirements and company culture.
The Difference between a headhunter and a recruiter
difference between headhunter and recruitment agency,headhunting in recruitment, meaning of headhunting in recruitment company, headhunting recruitment companies in birmingham, Headhunting Recruitment Agencies, Headhunting, Recruitment and Consultancy by Pathway Group in Birmingham,how to find headhunters for a job,headhunting services, healthcare headhunters
How to Choose the Right Recruitment Agency for Your Company.pdf
How to Choose the Right Recruitment Agency for Your Company.pdfStreamfix Business Management Pvt Ltd
A recruitment agency helps companies find and hire suitable job candidates. They act as an intermediary between employers and applicants, screening and sourcing people who are a good fit for both the organization and open position. When choosing a recruitment firm, it is important to clearly define hiring needs, examine the budget to ensure affordability, and look for an agency with expertise recruiting for the specific roles or industry. Observing how recruiters operate and checking their experience level is also advised when selecting the best recruitment company to partner with.Prey Consultancy Corporate Presentation
Prey Consultancy is a human resources consulting firm founded recently that has experienced high client retention rates due to its quality work. It employs experienced consultants across various industries. The firm provides executive recruitment, database solutions, and other HR services. It is led by co-founders Pankaj Bhardwaj and Gunjan Pancholy who have experience in fields like selection, training, and marketing. Prey Consultancy aims to partner long-term with clients and find the best candidates through an extensive process involving interviews, reference checks, and sourcing from their large database.
Whats the Difference Between Staffing and Executive Recruiting Firms
This document discusses the differences between staffing firms and executive recruiting firms. Staffing firms focus on quickly filling temporary and contract positions, providing a transactional "plug and play" service. Executive recruiting firms take a more consultative approach to finding permanent leadership positions, building long-term relationships through strategic placements that can take over a month or year to complete. While staffing firms are good for fast, short-term hiring needs, executive recruiters aim to find the ideal candidate for each role as a long-term solution.
RPO vs. In-House Recruitment: Which is Right for Your Business?
Explore the pros and cons of RPO and in-house recruitment to make the right choice for your business. Learn which suits your needs better.
Candidate and Recruiter Expectationsv4 - FINAL - JAN 30 2017
Candidate and Recruiter Expectationsv4 - FINAL - JAN 30 2017Martin Plumlee, MBA, Leadership Strategist & Headhunter
The document outlines commitments from a recruiting firm and recruiters to candidates regarding placement services. The firm pledges to uphold its values of quality, integrity, and teamwork. Recruiters will listen to candidates' needs, obtain permission before sharing resumes, treat candidates with the highest standards, and provide support through the hiring process and after placement. The document also lists expectations of candidates to communicate honestly and timely with recruiters and provide documentation within 24 hours when requested.Recruitment
This document provides information on human resources recruitment processes. It discusses the need for recruitment when employees leave or are promoted. It outlines the recruitment life cycle and provides tips for writing job descriptions, advertising roles, and structuring interviews to avoid bias. It also discusses the importance of retention and considering elements like job previews as part of a retention strategy. The goal is to have a fair recruitment process that attracts qualified candidates and limits discrimination.
Management Recruiters on Blogger.pdf
Infinity exists’s management recruiters have been managing the process of interviewing and hiring new employees for the last 17 years. We believe in constant support and acquiring talent is essential for a corporation to satisfy its goals and reach a speedily changing marketplace.
Our management recruiters network has expanded into one of the largest and most successful organizations. We offer business growth methods and training from experienced recruiting consultants and accelerated learning programs for superior groups.
Outplacement - Jobberman Intervention
Outplacement is a comprehensive and cost-effective solution to companies finding themselves having to reduce their workforce; as well as individuals who are out of work or just looking to change careers or jobs.
Outplacement - Jobberman Intervention
Outplacement is a comprehensive and cost-effective solution to companies finding themselves having to reduce their workforce; as well as individuals who are out of work or just looking to change careers or jobs.
Dmetri Berko - IPM Article JUL2015
The document discusses trends in recruiting from the candidate's perspective and provides suggestions to improve the candidate experience. Specifically:
1. The candidate experience with recruiters is often negative due to a lack of follow up and communication. Recruiters should engage candidates about their job search and establish good relationships.
2. Candidates have high expectations that recruiters will advocate for them, so recruiters need to clearly explain their role and how they generate revenue.
3. Employers want to fill positions immediately, so recruiters must thoroughly vet all candidates and get to know the client well to avoid costly repeat searches when an initial candidate does not work out.
Robert Walters Interview Guide
This document provides a 3-step interview guide from Robert Walters, a leading professional recruitment firm. It outlines the importance of preparation, provides tips for the interview itself such as dress, body language, and answering competency-based questions. Finally, it discusses closing the interview professionally and following up with the recruiter afterwards. The overall guide advises job seekers on best practices for undertaking a successful interview.
Making the Most of a Retained Executive Search
For many individuals, working with a retained executive search firm is an ideal way to find the positions that most closely match their skills and career ambitions.
Entourage Introduction(E)
Entourage Consulting was established in 2008 to provide executive search and placement services for foreign companies in Tokyo. They represent major players across industries, from start-ups to Fortune 500 companies. Their approach is to identify, evaluate, and attract qualified bilingual professional executives to build clients' operations and sales in Japan. In addition to executive search, they offer business consulting services and referrals for companies entering the Japanese market.
Career builders profile 2011
CareerBuilders is a boutique executive search and recruitment firm. They strive for excellence on behalf of candidates and client companies by providing seasoned recruiters with industry experience to place candidates in positions that match their skills and goals, and offer growth opportunities. They are committed to establishing relationships based on trust and confidentiality with both candidates and clients.
Hr Generalist Resume
HR Generalist Resume Example amp; 3 Expert Tips ZipJob. 21 Human Resources HR Resume Examples for 2023. Sample Resume Hr Generalist Templates at allbusinesstemplates.com. Hr Generalist Resume Sample abilify14. HR Generalist Resume Samples Velvet Jobs. HR Generalist Resume Samples QwikResume. HR Generalist Resume Example Kickresume. Human Resource Generalist Resume Examples amp; Template with job winning .... Hr Generalist Resume Sample Download - cafed0wnload. HR Generalist Resume Samples amp; Templates PDFWord 2022 HR .... 39 Best hr generalist resume sample For Your School Lesson. Human Resources Resume Samples amp; 4 Writing Tips. Office Manager Resume Examples for 2023. Human Resources Generalist Resume Example Best Resume Writers. Sample Resume of HR Generalist with Template amp; Writing Guide Resumod.co. Human Resources HR Generalist Resume Samples 20 Tips. Human Resources Generalist Resume Example - Manufacturing. HR Generalist Resume Samples Job resume samples, Project manager .... Senior Hr Generalist Resume - Photos Cantik. 46 Professional hr generalist resume samples For Your Application. Human Resources Resume Examples, Skills and Keywords - Jobscan. 5 HR Generalist Resume Examples amp; Guide for 2023. Top 10 difference between hr specialist and hr generalist That Will .... HR Generalist Resume Templates at allbusinesstemplates.com. HR Executive Resume Sample Thrive! Resumes Professional Resume Services Hr Generalist Resume Hr Generalist Resume
Five Reasons to Work with an Executive Recruiter in your Career Search
An executive recruiter can provide significant benefits to a job seeker's career search. A recruiter has (1) access to a vast professional network in their industry that can help get a resume to the top of the pile. They also have (2) confidential information about upcoming job opportunities. Working with a recruiter provides (3) focused guidance through resume feedback, interview coaching, and negotiating job offers. Recruiters understand what companies value and can give job seekers (4) a sense of what they are worth. Finally, a recruiter can create (5) a purpose-driven employment search strategy tailored to a job seeker's priorities and pace. Finding the right recruiter in one's industry means having nothing
Placement
Placement involves assigning employees to jobs based on their qualifications and the job requirements. It aims to reduce turnover and improve employee morale. The key aspects of placement include collecting employee profiles, comparing them to job profiles, counselling and assessment, and final job assignment. Differential placement assesses an employee's suitability for multiple jobs to make the most effective use of human resources. Proper placement benefits both employees and organizations.
Internal vs External Recruitment
A presentation that I did at the Talent Acquisition Conference in Johannesburg. We looked at the Pros and Cons of Internal and External Recruitment. We then looked at putting a Recruitment Strategy in place
Recruitment Agencies Singapore for Skilled Professionals
Recruitment Agencies Singapore for Skilled ProfessionalsAlliance Recruitment Agency - Staffing Agency In California, Esplanade Avenue, Pacifica, CA, USA
Recruitment agencies Singapore play a pivotal role in connecting skilled professionals with top-tier job opportunities. They offer a wealth of resources and expertise that can significantly enhance a job seeker’s prospects in a competitive market.More Related Content
Similar to Different Types Of Recruiters 1
The Difference between a headhunter and a recruiter
difference between headhunter and recruitment agency,headhunting in recruitment, meaning of headhunting in recruitment company, headhunting recruitment companies in birmingham, Headhunting Recruitment Agencies, Headhunting, Recruitment and Consultancy by Pathway Group in Birmingham,how to find headhunters for a job,headhunting services, healthcare headhunters
How to Choose the Right Recruitment Agency for Your Company.pdf
How to Choose the Right Recruitment Agency for Your Company.pdfStreamfix Business Management Pvt Ltd
A recruitment agency helps companies find and hire suitable job candidates. They act as an intermediary between employers and applicants, screening and sourcing people who are a good fit for both the organization and open position. When choosing a recruitment firm, it is important to clearly define hiring needs, examine the budget to ensure affordability, and look for an agency with expertise recruiting for the specific roles or industry. Observing how recruiters operate and checking their experience level is also advised when selecting the best recruitment company to partner with.Prey Consultancy Corporate Presentation
Prey Consultancy is a human resources consulting firm founded recently that has experienced high client retention rates due to its quality work. It employs experienced consultants across various industries. The firm provides executive recruitment, database solutions, and other HR services. It is led by co-founders Pankaj Bhardwaj and Gunjan Pancholy who have experience in fields like selection, training, and marketing. Prey Consultancy aims to partner long-term with clients and find the best candidates through an extensive process involving interviews, reference checks, and sourcing from their large database.
Whats the Difference Between Staffing and Executive Recruiting Firms
This document discusses the differences between staffing firms and executive recruiting firms. Staffing firms focus on quickly filling temporary and contract positions, providing a transactional "plug and play" service. Executive recruiting firms take a more consultative approach to finding permanent leadership positions, building long-term relationships through strategic placements that can take over a month or year to complete. While staffing firms are good for fast, short-term hiring needs, executive recruiters aim to find the ideal candidate for each role as a long-term solution.
RPO vs. In-House Recruitment: Which is Right for Your Business?
Explore the pros and cons of RPO and in-house recruitment to make the right choice for your business. Learn which suits your needs better.
Candidate and Recruiter Expectationsv4 - FINAL - JAN 30 2017
Candidate and Recruiter Expectationsv4 - FINAL - JAN 30 2017Martin Plumlee, MBA, Leadership Strategist & Headhunter
The document outlines commitments from a recruiting firm and recruiters to candidates regarding placement services. The firm pledges to uphold its values of quality, integrity, and teamwork. Recruiters will listen to candidates' needs, obtain permission before sharing resumes, treat candidates with the highest standards, and provide support through the hiring process and after placement. The document also lists expectations of candidates to communicate honestly and timely with recruiters and provide documentation within 24 hours when requested.Recruitment
This document provides information on human resources recruitment processes. It discusses the need for recruitment when employees leave or are promoted. It outlines the recruitment life cycle and provides tips for writing job descriptions, advertising roles, and structuring interviews to avoid bias. It also discusses the importance of retention and considering elements like job previews as part of a retention strategy. The goal is to have a fair recruitment process that attracts qualified candidates and limits discrimination.
Management Recruiters on Blogger.pdf
Infinity exists’s management recruiters have been managing the process of interviewing and hiring new employees for the last 17 years. We believe in constant support and acquiring talent is essential for a corporation to satisfy its goals and reach a speedily changing marketplace.
Our management recruiters network has expanded into one of the largest and most successful organizations. We offer business growth methods and training from experienced recruiting consultants and accelerated learning programs for superior groups.
Outplacement - Jobberman Intervention
Outplacement is a comprehensive and cost-effective solution to companies finding themselves having to reduce their workforce; as well as individuals who are out of work or just looking to change careers or jobs.
Outplacement - Jobberman Intervention
Outplacement is a comprehensive and cost-effective solution to companies finding themselves having to reduce their workforce; as well as individuals who are out of work or just looking to change careers or jobs.
Dmetri Berko - IPM Article JUL2015
The document discusses trends in recruiting from the candidate's perspective and provides suggestions to improve the candidate experience. Specifically:
1. The candidate experience with recruiters is often negative due to a lack of follow up and communication. Recruiters should engage candidates about their job search and establish good relationships.
2. Candidates have high expectations that recruiters will advocate for them, so recruiters need to clearly explain their role and how they generate revenue.
3. Employers want to fill positions immediately, so recruiters must thoroughly vet all candidates and get to know the client well to avoid costly repeat searches when an initial candidate does not work out.
Robert Walters Interview Guide
This document provides a 3-step interview guide from Robert Walters, a leading professional recruitment firm. It outlines the importance of preparation, provides tips for the interview itself such as dress, body language, and answering competency-based questions. Finally, it discusses closing the interview professionally and following up with the recruiter afterwards. The overall guide advises job seekers on best practices for undertaking a successful interview.
Making the Most of a Retained Executive Search
For many individuals, working with a retained executive search firm is an ideal way to find the positions that most closely match their skills and career ambitions.
Entourage Introduction(E)
Entourage Consulting was established in 2008 to provide executive search and placement services for foreign companies in Tokyo. They represent major players across industries, from start-ups to Fortune 500 companies. Their approach is to identify, evaluate, and attract qualified bilingual professional executives to build clients' operations and sales in Japan. In addition to executive search, they offer business consulting services and referrals for companies entering the Japanese market.
Career builders profile 2011
CareerBuilders is a boutique executive search and recruitment firm. They strive for excellence on behalf of candidates and client companies by providing seasoned recruiters with industry experience to place candidates in positions that match their skills and goals, and offer growth opportunities. They are committed to establishing relationships based on trust and confidentiality with both candidates and clients.
Hr Generalist Resume
HR Generalist Resume Example amp; 3 Expert Tips ZipJob. 21 Human Resources HR Resume Examples for 2023. Sample Resume Hr Generalist Templates at allbusinesstemplates.com. Hr Generalist Resume Sample abilify14. HR Generalist Resume Samples Velvet Jobs. HR Generalist Resume Samples QwikResume. HR Generalist Resume Example Kickresume. Human Resource Generalist Resume Examples amp; Template with job winning .... Hr Generalist Resume Sample Download - cafed0wnload. HR Generalist Resume Samples amp; Templates PDFWord 2022 HR .... 39 Best hr generalist resume sample For Your School Lesson. Human Resources Resume Samples amp; 4 Writing Tips. Office Manager Resume Examples for 2023. Human Resources Generalist Resume Example Best Resume Writers. Sample Resume of HR Generalist with Template amp; Writing Guide Resumod.co. Human Resources HR Generalist Resume Samples 20 Tips. Human Resources Generalist Resume Example - Manufacturing. HR Generalist Resume Samples Job resume samples, Project manager .... Senior Hr Generalist Resume - Photos Cantik. 46 Professional hr generalist resume samples For Your Application. Human Resources Resume Examples, Skills and Keywords - Jobscan. 5 HR Generalist Resume Examples amp; Guide for 2023. Top 10 difference between hr specialist and hr generalist That Will .... HR Generalist Resume Templates at allbusinesstemplates.com. HR Executive Resume Sample Thrive! Resumes Professional Resume Services Hr Generalist Resume Hr Generalist Resume
Five Reasons to Work with an Executive Recruiter in your Career Search
An executive recruiter can provide significant benefits to a job seeker's career search. A recruiter has (1) access to a vast professional network in their industry that can help get a resume to the top of the pile. They also have (2) confidential information about upcoming job opportunities. Working with a recruiter provides (3) focused guidance through resume feedback, interview coaching, and negotiating job offers. Recruiters understand what companies value and can give job seekers (4) a sense of what they are worth. Finally, a recruiter can create (5) a purpose-driven employment search strategy tailored to a job seeker's priorities and pace. Finding the right recruiter in one's industry means having nothing
Placement
Placement involves assigning employees to jobs based on their qualifications and the job requirements. It aims to reduce turnover and improve employee morale. The key aspects of placement include collecting employee profiles, comparing them to job profiles, counselling and assessment, and final job assignment. Differential placement assesses an employee's suitability for multiple jobs to make the most effective use of human resources. Proper placement benefits both employees and organizations.
Internal vs External Recruitment
A presentation that I did at the Talent Acquisition Conference in Johannesburg. We looked at the Pros and Cons of Internal and External Recruitment. We then looked at putting a Recruitment Strategy in place
Recruitment Agencies Singapore for Skilled Professionals
Recruitment Agencies Singapore for Skilled ProfessionalsAlliance Recruitment Agency - Staffing Agency In California, Esplanade Avenue, Pacifica, CA, USA
Recruitment agencies Singapore play a pivotal role in connecting skilled professionals with top-tier job opportunities. They offer a wealth of resources and expertise that can significantly enhance a job seeker’s prospects in a competitive market.Similar to Different Types Of Recruiters 1 (20)
The Difference between a headhunter and a recruiter
The Difference between a headhunter and a recruiter
How to Choose the Right Recruitment Agency for Your Company.pdf
How to Choose the Right Recruitment Agency for Your Company.pdf
Whats the Difference Between Staffing and Executive Recruiting Firms
Whats the Difference Between Staffing and Executive Recruiting Firms
RPO vs. In-House Recruitment: Which is Right for Your Business?
RPO vs. In-House Recruitment: Which is Right for Your Business?
Candidate and Recruiter Expectationsv4 - FINAL - JAN 30 2017
Candidate and Recruiter Expectationsv4 - FINAL - JAN 30 2017
Five Reasons to Work with an Executive Recruiter in your Career Search
Five Reasons to Work with an Executive Recruiter in your Career Search
Recruitment Agencies Singapore for Skilled Professionals
Recruitment Agencies Singapore for Skilled Professionals
Different Types Of Recruiters 1
- 1. Candidate tips for Interacting with Recruiters Spano Pratt Different types of recruiters by: Rose Spano Iannelli, SPHR Partner, Spano Pratt Executive Search rspano@spanopratt.com
- 2. Different Types of Recruiters ● Corporate Recruiters are “in house re- cruiters” which means they are working di- rectly for the hiring employer company. Working on many jobs which are probably dissimilar in nature May conduct a cursory overview in order to deter- mine if candidate will be passed to hiring manager May be a temporary or contract employee
- 3. Different Types of Recruiters rd ● External Recruiters, also known as 3 par- ty recruiters, are separated into two cate- gories: – Retained Executive Recruiters – Contingency Recruiters
- 4. Different Types of Recruiters ● Retained Executive Recruiters are representing an employer in a partnership arrangement under specific contractual arrangements. – Retained Recruiters represent the opportunity and in- terest of the hiring employer organization – Retained Recruiters will work with very specific and tight job specifications and typically are retained for senior level positions – Retained Recruiters are committed under contract to research the marketplace according to the assign- ment
- 5. Different Types of Recruiters ● Contingency Recruiters are paid only when the hiring company agrees to hire one of their candi- dates. The fee is therefore “contingent” upon a hire. – Contingency recruiters will likely work only on those jobs most likely to be filled – Typically contingency recruiters are working with a large volume of positions to choose from
- 6. Strategies and Tips for working with Recruiters ● Understand that the recruiter is shopping for a specific set of criteria ● Understand as best you can what the specs are prior to pitching your candidacy ● Communicate with the recruiter as you would a hiring manager as you are being assessed in all of your interactions