Hiring High-Paying Recruiter Roles l Aniday

1. What is a Recruiter?

A Recruiter, also known as a talent scout, searches for qualified candidates to fill a job opening and works to meet the needs of both businesses and job seekers throughout the hiring process. The recruiter handles the entire talent acquisition process from start to finish. Some of the main responsibilities of a recruiter include:

• Meeting with hiring managers after organizing a new job position

• Attracting and sourcing candidates, screening preliminarily, and presenting qualified candidates' profiles to hiring managers

• Acting as an employee brand ambassador while promoting internally and externally to attract candidates

• Serving as the main point of contact for all parties throughout the collaborative hiring process

• Conducting reference and background checks

• Managing the job offer process

• Delivering exceptional candidate experiences

• Onboarding new hires to ensure they are prepared to start the job.

Recruiters often rely on keeping the talent acquisition transactional steps smooth, but a successful recruiter also focuses on building relationships with candidates and recruiting hiring managers.

2. What are the roles and responsibilities of a Recruiter?

A recruiter primarily works for their client and the candidate. This can be confusing for some as recruiters need to consider their client's and candidates' best interests.

• A recruiter is only paid a fee if they find the perfect person for the role; and remember, the client always makes the final decision on who they hire.

• It's important to note a candidate's salary should never be influenced by that fee. The salary range for a position is set based on the company's compensation structure for that role.

• Design and implement an overall recruitment strategy. 

• Develop and update job descriptions and specifications.

• Perform job and task analyses to document role requirements and objectives.

• Prepare recruitment materials and post jobs on suitable job boards/newspapers/colleges, etc.

• Source and recruit candidates by leveraging databases, social media, etc.

• Screen candidate resumes and applications.

• Conduct interviews using various recruitment and selection tools/methods to schedule candidate filtering.

• Evaluate the candidate's knowledge, skills, soft skills, experiences, and aptitudes.

• Onboard new employees to the company.

• Monitor and apply best practices in talent acquisition.

• Provide analytical recruitment reports and documentation to the rest of the team.

• Serve as a liaison and build influencer candidate relationships throughout the selection process.

3. What is the workflow of a Recruiter?

New job opening - The first step in this process is when a client notifies of a new job opening they need assistance filling with potential candidates. Recruiters will then receive all the details they need to begin their work. This involves learning more than just a job description. They will inquire deeply about the salary range, interview questions, benefits of the role or working for the company, leave, reasons for the new opening, management style, necessary hard and soft skills, start date, and even career progression opportunities.

Posting - Recruiters post all of their open jobs on the company website, and relevant job boards, and the roles may also be advertised on social media platforms.

Sourcing suitable candidates - On average, a job posting receives like 250 applications and those applications can start coming in within 5 minutes of the position going live online! A recruiter needs to review all these resumes to identify candidates with the hard, and soft skills and experiences their client is looking for. Next, they will reach out for direct phone or in-person interviews or both. These interviews are crucial because presenting an unqualified candidate to a client has the potential to lose that client. A good interview also allows a recruiter to uncover all those things that don't appear in the resume. Those latent skills and personality traits are fundamental to potential employers and are what create the difference between a hired candidate versus a passed-over one. Once the recruiter has identified a candidate that matches the experience and personality their client is seeking, and the candidate remains interested in the position, they will present that candidate.

Candidate presentation - Recruiters email over a candidate's resume and CV to the client hoping something sticks. They will discuss each candidate with their client, bringing them to life on paper through discussions about their work history, career aspirations, and why they would be a good fit for the client's needs.

Interview - Clients tend to be busier at this stage, often managing large teams and quickly scheduling calendars. An aware recruiter will pre-schedule interview slots to accommodate timelines for all involved parties. This helps keep the hiring process as streamlined as possible. After interviews, the recruiter will gather feedback from both the candidate and the client. Recruiters want to ensure they can provide candidates with as much feedback as possible - good or bad - so they know where they stand.

Job offer - The recruiter will facilitate any negotiations and try to keep this process seamless. This also requires informing candidates who didn't make the hiring rounds that the position has been filled. Recruiters may be involved in the onboarding process and can provide details for candidates’ first day.

Staying in touch - The recruiter will check in with the client and candidate on their first day, end of the first month, and at the end of any probation period. If any minor issues arise during this time, the recruiter will also be the liaison to exchange and mediate the needs of both parties.