itors via cold calls, social networks, linkedin invites, etc, at least part of their time. It adds value for the organization for which they are employed, and goes against the myth that corporate recruiters are nothing more than paper pushers and job ad placers.
However, there are still corporate recruiters with whom I speak who feel that as a corporate recruiter, headhunting directly into one's competitors can be a slippery slope. I will not state some of their reasons as to keep this discussion as objective and fresh as possible.
My question to the group is when, if ever, is it NOT acceptable to directly source into your competitor and/or business partner? We can certainly exclude non-competes from a legal standpoint such as law firm/client or CPA firm/client relationship, where it may be both legally and ethically unsound to do so. But what about the less clear cut cases? For example, two firms who have a joint selling arrangement where one delivers the software and the other delivers the hardware for a product.
I would like to hear as many viewpoints as possible. I posted this question to a linkedin corporate recruiters group a few weeks ago and I felt like virtually all of the answers were the types of answers you'd give in an interview (not very thought provoking or controversial). Let's mix it up a bit here. External headhunters, here's your chance to sell your case for using the outside hired guns! Thanks.…
nd then respond in a timely manner when a candidate is submitted. Conversely the agency recruiter would carefully read the job requirements and vet each interested candidate by thoroughly interviewing the candidate, and then only submit the very best of the lot, no more than 2 or 3. Once your candidate is accepted, then determine the time frame from the corporate recruiter as to next steps, keep you candidate in the loop and don't bug the corporate recruiter, until they do not live up to their end of the agreement.
In reality too many corporate recruiters simply abuse the relationship they have with agency recruiters by not reviewing submission quickly or at all. By not providing any feedback or very little and in some cases taking the referral and THEN searching their resume data base to determine if the candidate is in it and then reject the agency referral. Agency recruiters can be just as bad; posting the job requisition verbatim all over the net and then submitting any candidate who looks reasonably qualified to the employer, hoping against hope that one of the submissions may make it through.
The relationship between the corporate recruiter and agency recruiter is complex but should not be viewed as adversarial. Both want the same conclusion, a placement or filled requisition. A wise corporate recruiter knows that a true agency partner will be there, when needed to help fill a critical position; and a smart agency recruiter will understand that corporate recruiters have a lot on their plate besides feeling requisitions. Their job is to shoulder the responsibility of thoroughly qualifying candidates BEFORE they are submitted and then work within the parameters set by the corporate partner. …
he agency side. I spent 15 years on the agency side learning the craft before making the move to the corporate side.
Most corporate recruiters I know are recruiters in name only as they do not truly know how to source, recruit, etc. I am successful because of all that I learned on the agency side and that puts me heads above most other corporate recruiters. Most corporate recruiters "post and pray" while I use the tricks I learned on the agency side to seek out and find the folks we wish to hire.
Only major difference is my interaction with my hiring managers that is at times difficult to build from the agency side.
As far as skills needed...the same!…
Added by Ron Kubitz at 9:51am on September 13, 2012
d/great corporate (internal) recruiter should be able to fill each month. Details to consider:
Large recruiting team/multiple recruiters
ONE position they are recruiting for (very high level of hiring due to growth)
Each internal recruiter supports 2 hiring managers (same position)
Entry level position (inside sales)
Ideal target - recent college grads, individuals with 1 - 3 years experience
Stats, personal experience, links, musings all appreciated!
th Boston area corporate recruiters on Wednesday, May 19th.
The groups are with in-house corporate recruiters (i.e., you work as an employee or consultant for the company for whom you recruit employees and not for an agency). The specifics of this focus group are that it:
• Is with in-house corporate recruiters
• The recruiters work for Fortune 1000 firms or equivalent (i.e., private company ok, international company ok)
• Will take place in downtown Boston (near Trinity Church) on Wednesday, May 19th
• Will be 90 minutes in length
• One discussion will be from 10:00 – 11:30 AM, the other will be from 1:00 – 2:30 PM
• Refreshments will be served
• You will receive a thank-you check of $200 for your help with this research.
If you are an in-house corporate recruiter interested in helping us out with this research - please contact me, letting me know for which company you are an in-house recruiter. Also, if you have friends or colleagues who are also corporate recruiters – if you could possibly pass along this invitation to them, that would be greatly, greatly appreciated.
If you cannot take part in this research, or if you are not a corporate recruiter but would like to be considered for future projects for which you may be a fit – please join us on Linked In
uch significance even in today’s world! Firstly, corporate structures are changing: mergers and acquisitions are now an expected part of the corporate life-cycle. Secondly, the new corporate environment is in process of shifting from the familiar competitive model to a more collaborative model that values performance of teams as much as individual contribution. Finally, an understanding of technology and information systems, including the internet and other communications advances, is extremely vital to be successful. Management programme (or the MBA) covers these areas thoroughly. Hence, management education can contribute to a successful career.…
too. Also, there's a perceived "stability" that comes with a corporate role, which I tend to think is an illusion. Downsides, corporate politics, lack of freedom and flexibility, most likely coworkers don't understand what is really involved with recruiting, the money. Lastly, I was labeled by a coworker as the "most interrupted person EVER", that comes with the job too.
Excellent (and accurate) article written by Amy (above) http://www.recruitingblogs.com/profiles/blogs/10-tips-to-surviving-as-a-corporate-recruiter…