Replies to This Discussion

Permalink Reply by Keith D. Halperin on January 9, 2014 at 6:05pm

Thanks, Daren. I don't think there are any hard and fast rules beyond trying to make it clear what the you've done, and presenting it in a professional-looking way. Here's a small sample of mine- I've been a contract recruiter for many years:

Project Recruiting Summary
(Project Dates, Company name; Duties)

........

 

2012

Avid Software (www.avid.com/US) RECRUITER Positions sourced: Software Engineers: C++, Audio Design. Contributions to hiring process: Job description development, modification, and posting, sourcing, candidate development, interview oversight.

AMD (www.amd.com) SOURCER Positions sourced: Hardware Engineers- ASIC Design, Firmware Design Engineers, Software Design Engineers. Contributions to hiring process: Sourcing- US, Canada, India, China.

 

2011-2012

Medrio (www.medrio.com) RECRUITER Positions sourced: Technical: Sr. and Intermediate Web Developers, SQA Manager, SQA Engineer, SQA Automation Engineer; Product Manager; Customer Support Representatives. Contributions to hiring process: Job description development, modification, and posting, sourcing, candidate development, interview oversight.

2011

Apollo Group (www.apollogrp.edu) SOURCER Positions sourced: Marketing: Associate Creative Director, B2B Strategist, Director of Employee Communications, Integrated Project Manager, Marketing Communication Manager, Online Features Editor, Regional Marketing Director, Search Campaign Manager, Sr. Art Director, Sr. Proofreader, Sr. Statistical Analyst. Academics: Associate Vice President of Student Financial Services, Campus College Chair, Campus Director, Director of Admissions, Director of Continuing Education Marketing, Director of Financial Aid Process Improvement, Director of Student Admissions, Vice President of Administrative Services, Vice President of Contract and Business Development. Human Resources: Recruiters. Contributions to hiring process: Sourcing, candidate development

........

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Permalink Reply by Daren J. Mongello on January 9, 2014 at 8:34pm

Thanks for posting Keith.

So this is what I mean. 
Shouldnt RESULTS be a default part of the resume? Fills? Time to fill?
That's what the hiring manager is going to want to know, right?


Keith D. Halperin said:

Thanks, Daren. I don't think there are any hard and fast rules beyond trying to make it clear what the you've done, and presenting it in a professional-looking way. Here's a small sample of mine- I've been a contract recruiter for many years:

Project Recruiting Summary
(Project Dates, Company name; Duties)

........

 

2012

Avid Software (www.avid.com/US) RECRUITER Positions sourced: Software Engineers: C++, Audio Design. Contributions to hiring process: Job description development, modification, and posting, sourcing, candidate development, interview oversight.

AMD (www.amd.com) SOURCER Positions sourced: Hardware Engineers- ASIC Design, Firmware Design Engineers, Software Design Engineers. Contributions to hiring process: Sourcing- US, Canada, India, China.

 

2011-2012

Medrio (www.medrio.com) RECRUITER Positions sourced: Technical: Sr. and Intermediate Web Developers, SQA Manager, SQA Engineer, SQA Automation Engineer; Product Manager; Customer Support Representatives. Contributions to hiring process: Job description development, modification, and posting, sourcing, candidate development, interview oversight.

2011

Apollo Group (www.apollogrp.edu) SOURCER Positions sourced: Marketing: Associate Creative Director, B2B Strategist, Director of Employee Communications, Integrated Project Manager, Marketing Communication Manager, Online Features Editor, Regional Marketing Director, Search Campaign Manager, Sr. Art Director, Sr. Proofreader, Sr. Statistical Analyst. Academics: Associate Vice President of Student Financial Services, Campus College Chair, Campus Director, Director of Admissions, Director of Continuing Education Marketing, Director of Financial Aid Process Improvement, Director of Student Admissions, Vice President of Administrative Services, Vice President of Contract and Business Development. Human Resources: Recruiters. Contributions to hiring process: Sourcing, candidate development

........

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Permalink Reply by Keith D. Halperin on January 10, 2014 at 1:46pm

It depends, Daren. If I were hiring a contingency recruiter for my agency, I really would want to see their results.

If I were hiring a corporate or contract recruiter, not so much, since we're often not paid for accomplishment but for activity.

Just ask Google recruiters....

-kh

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Permalink Reply by Amy Ala Miller on January 10, 2014 at 2:43pm

I'd want to know also how much of the process they're involved in. Req reviews? Direct lines to hiring managers? What level of positions? Volume? Closing candidates / negotiating offers? Maybe that's too much for a resume, I don't know - but I'd mention it if I was doing my own resume.

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Permalink Reply by Daren J. Mongello on January 10, 2014 at 3:14pm

Do they really have 1000 recruiters? 

Keith D. Halperin said:

It depends, Daren. If I were hiring a contingency recruiter for my agency, I really would want to see their results.

If I were hiring a corporate or contract recruiter, not so much, since we're often not paid for accomplishment but for activity.

Just ask Google recruiters....

-kh

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Permalink Reply by Amber on January 10, 2014 at 3:28pm

Daren, that's a hard question to have just one answer to. There is such a variance in how different companies/agencies/recruiters do things and what part(s) of the process they are responsible for. It really depends on what they need to be most successful at within the new position.

So for any of the three type of recruiters listed:

I would want to know their explanation of said goals and results, how they worked to meet them, and see if it fit what the new position entails.

If I were hiring someone for our company, right now, I would be looking for someone who was best at client development. So that would be what I was looking for on their resume, and then I agree that I would like some details of business they brought into the last company they worked for.

 

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Permalink Reply by Keith D. Halperin on January 10, 2014 at 3:54pm

I can't speak to them now, but when I was there in 2006, I believe we had around 500 people involved in recruiting overall and there were 200 + of us sourcers (I was in a meeting where we were together in a big auditorium). I heard a story where a recruiter was very concerned that s/he hadn't had any hires in 6 months, and they were reassured that they were doing exactly what they were supposed to do and things were fine.

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Permalink Reply by Kelly Blokdijk on January 10, 2014 at 7:09pm

Not specific to recruiter resumes, but my take is the content should reflect relevance to the target position and what the audience (recipient/reviewer) of the information needs to immediately see/read to recognize a fit. So, like Amber stated, the resume configuration would depend on various factors and there's no one approach that would match every scenario.

For example if the position is metrics driven, then data such as time to fill, cost per hire, avg req load, etc. should be shown. If the role is more relationship oriented or biz dev then that aspect should be emphasized. It might also be important to identify methods used, direct-sourcing, database mgmt, cold call/email, and any tech tools used. And, obviously distinguishing between types of positions filled - low-level, high-volume, sr or exec level, niche functions, industry specialization and so on would be helpful. 

TPR, contract and internal recruiter resumes would likely contain dramatically different information. 

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Permalink Reply by Linda Ferrante on January 14, 2014 at 12:08pm

"Recruiter" is one of those job titles that we think would be pretty simple to know what the candidates do, but in reality, there are SO many variances that can make or break the candidate.  For example, I am a recruiter.  We are a boutique style firm where we work on no more than six positions at a time (in any stage of the process).  I would not do well in an environment where they have 160 openings that are currently being worked on, by a team of 40 recruiters.  The day to day focus is different in these scenarios.  Can one succeed in the other environment?  Maybe.  Maybe not.

It would be hard to measure the metrics in a situation like that.  Instead, I would encourage recruiters to detail their activities and then I would encourage whoever is recruiting on that position to read through and look for 'matches'.  Obviously, I think a good recruiter will have written a stellar cover letter/email, so their preferences, desires and talents should be spelled out pretty clearly.

All that being said, I worked on an Executive Recruiter position last year and was incredibly disappointed at the quality of the resumes I received FROM recruiters.  The candidate we ended up hiring came from the insurance industry (not a third party firm like we were staffing for), but her day to day routine was very similar to our clients.  She's doing great and both parties couldn't be happier!  Love those happy endings!

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