The recruiter is an essential component in staffing for a company or corporation because they evaluate job candidates, communicate with the sales team what skills the candidate has, manage their hired candidates as well as keep potential candidates in mind for future job placement, and maintain candidate relationship throughout their career. The recruiter is also responsible for any communication between the client and the candidate regarding improvements or letting someone go. The position requires very strong communication skills, organization, people skills and project management.
Recruiters may be referred to as staffing recruiters, resource development managers, or staffing managers. Some fields of recruitment are more specific such as technical recruiters, which requires more knowledge in technology to understand what a company is looking for in a technical candidate. Recruiters are responsible for cold calling, setting up meetings with a potential candidate, vetting the candidate by asking hard-hitting questions, helping rewrite resumes to show case important keywords, and preparing candidates for their interviews. These responsibilities require strong people skills and management skills to have a book of business, or sometimes referred to as a hot list.
A recruiter’s book of business or hot list, is a list of candidates the recruiter has spent time meeting with, vetting, and training for future interviews. This is an essential part of an organized and successful recruiter because when a job position is released to the recruiter, instead of spending hours searching for a new candidate, the recruiter may have several already available and great candidates ready and qualified to present to the sales team for the position.
Recruiters have several job responsibilities and must be able to multi-task with ease as well as communicate through all lines of business to achieve the end goal of candidate placement. Recruiters must also negotiate the candidates pay rate based off of the rate a hiring manager has given them. For example if a hiring manager is willing to pay $50 an hour, the recruiter will find a candidate at $38 an hour to make around 30% off of the candidate for their company. The higher the percentage, the larger the payout for the recruiter.
The pay structure is typically based off of candidate placement. Each candidate that a recruiter places in a job has a pay structure and percentage of sales. Based on negotiations, a recruiter is paid off of their percentage of sales. Recruiters also typically have lower annual base income due to the ability to make money off of their sales.
If you’re considering applying for a recruiter position, your resume should show results achieved throughout your past experience including building your book of business by increasing candidate placement. You should also include personal skills such as customer service, presentations, negotiations, and organizational skills. Showcasing any sales achievements also shows a hiring manager that you have the ability to grow a business and can communicate well enough to generate sales.
Recruiter Resume Builder Power Words: customer service, generate sales, sales, cold calling, management, customer relations, communication, presentation, Microsoft Word, PowerPoint, high energy, staffing, writing, content writer, and market research.
Recruiter Resume Sample
- Answered phone calls and assisted employees at the front desk
- Arranged management interviews by coordinating schedules
- Arranged travel, lodging, and meals for applicants. Escorted applicant to interviews
- Attracted applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
- Built applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites
- Continually communicated and kept contact with Directors/Managers for positions to be filled.
- Created candidate slates to present to Hiring Managers
- Determined applicant qualifications by interviewing applicants
- Determined applicant requirements by studying job description and job qualifications
- Developed and maintained key networks to assist in recruitment strategies and partnerships
- Established recruiting requirements by studying organization plans and objectives
- Evaluated applicants by discussing job requirements and applicant qualifications with managers
- Gathered competitive intelligence, industry trends, and labor market conditions and created search strategies based on findings
- Generated reports and data for special projects, new proposals and general corporate information
- Identified, attracted and hired highly skilled candidates across multiple functions
- Maintained Job Descriptions and Organization Charts/internally and externally
- Maintained a consistent network and pipeline of talent
- Managed the presentation, selection, offer, negotiation, and closing involved in full lifecycle recruiting
- Met with managers to discuss business and head count needs
- Partnered with Talent Management to identify and manage internal key talent to increase internal mobility company-wide
- Prepared candidates for interviewing with specific hiring managers by providing detailed information on the company
- Provided organization information, opportunities, and benefits
- Provided prompt, accurate, and courteous service in accordance with policies and procedures
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