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!
orate recruiting and staffing professionals. There are also so many products and services out there that sell sourcing tools, resources, and technologies. Sourcing can be packaged, product-ized, and sold more easily than most of the skills I am talking about. Sourcing is key for sure. Finding candidates is a skill just as much as the rest of the parts of corporate recruiting.
The skill of internal corporate recruitment consulting isn't as widely discussed as sourcing, because you can't easily buy it, package it, or product-ize it. It's a skill and a competency that corporate recruiting pros must continue to cultivate and grow.
Thanks for your feedback!…
e role. One thing that I have noticed in my change from the third party to in-house is the difference in the priority given to building relationships with candidates.
As a third-party recruiter I found myself highly competent at creating and sustaining relationships with candidates who still to this day call me when looking for work. I thought that this ability would come in quite handy on the corporate side, but have noticed that from an in-house perspective these relationships are/should be managed differently and to a different end result.
I would really like to hear from other corporate recruiters on how they handle the relationship building process with their candidates, particularly those who have made the change from a third party role where building lasting relationships is necessary for the success of your business. Have you found yourself keeping a stranglehold on the relationship building part of the job, or have you found a way to balance the new goals and business models of in-house recruiting with the natural desire to build strong relationships? As far as candidate experience goes, should we focus on more of meaningful, but transactional type of communication, or is there still a place for building and nurturing a real, long term connection?
Let me know your thoughts……
ly I dispel those prejudices the end result is that Corporate Recruiters get shuffled around and I have to start all over again. In principle that's not in itself a big problem because I naturally behave ethically, openly, and respectfully with all clients - it's not a facade I have to keep up, but while that new Corporate Recruiter contact "gets comfortable with me" they get paid either way every two weeks.
In that same time I'm trying to earn a living at what feels like the whim of a Corporate Recruiter. Human Resources Professionals, Hiring Managers, and Corporate Recruiters all hold power positions in their respective relationships with TPRs but all wield that power differently.
In your excellent post you enumerate the perceived failings of the Agency Recruiters you encounter but, perhaps unwittingly, justify their behavior in the broader market almost point-by-point. Rather than decrying TPRs' behaviors you are declaring them unnecessary because you're not like other Corporate Recruiters.
With that in mind you're the client that I dream about but almost never encounter. And it's precisely because I never get to work with people like you, but believe I could be a person like you, that I often daydream about a transition out of Agency.
s role will focus on College Recruitment for our clients Entry Level Training program. It will require about 20% travel to area colleges. Candidates should have a college degree and 2 years of IT Recruiting expereince. Long term contract position. Candidate must be local or willing to relocate. Compensation can be salary plus benefits or straight hourly. Relocation assistance is offered.
2) IS Corporate Recruiter - This role will focus on sourcing and placing IT professionals in perm positions. The skill sets will vary but include PM's, BA's, Developers (mainframe and client server), Architects, System Admins, and Help Desk. The candidate should have a minimum of 4 years IT recruiting expereince and be comfortable working with a high volume of open requisitions. Long term contract position. Candidate must be local or willing to relocate. Compensation can be salary plus benefits or straight hourly. Relocation assistance is offered.
If you know someone you could recommend, please share my contact information. I would be happy to pay a $1000 referral fee for any candidates that you refer and I successfully place.
Send resume to:
Jacqui M. Kern
TM Floyd & Company