That can be manufacturer's reps, independent reps, sales agents, VAR resellers...our candidates go by lots of names, but at the core, they are all straight-commission sales reps. Our internal candidate database is verified regularly and includes reps from over 100 industries with over 200 call points. Here's a sample (not a real candidate and links are disabled, but this is the sort of data that we haven on our candidates): http://reprightreview.com/candidatesample1/.
So here's my question; if you recruit sales talent, do you ever have a need / job order for commission only reps? If so, would you be open to a split on those sorts of placements?
Thanks in advance for your insights. I feel like we know quite a bit about the commission-only sales world but we have much to learn about more traditional recruiting, and I appreciate your help.
n Recruiting and Military Recruiting are no different - both face the same challenges [hardness] - selling, sourcing, attraction, attention, engagement, interaction, acceptance, rejection, assessment, evaluation, educating, testing, checking, verifying validating, referring, recommending, selling [again], interviewing [competence, situational, behavioral, historical], documentation, background checking, etc... See no difference.
Having spent my last 3 years in the Military dedicated to Recruitment, and previously 4 years Leading team re-engineering and training - I thought I knew everything there was to know about recruiting in civvie street - as saying goes - Eyes Wide Shut. After only a very short period post service - I realized the need for me to apply all my military training and experience and learn how 'civvies' think and operate [there is lots of regulations and rules and expectations for them] so that I could get on board and succeed. Either side of the industry fence [Civvie or Military] requires you to learn and apply new methods, approaches and ways to deliver.
In your post, you pose numerous questions - The primary one [not the first one] is: 'What is the difference in types of recruiting - agency, corporate, HR'?
Agency Recruiters or 3rd Party Firms focus on: Staffing (placing temporary or contract people as the primary source of income), Recruitment (search and placement of permanent people into companies), Executive Search (most often retained by a corporation or company and deals with Snr Mgmt Level people), Niche Firms (handle both contract and permanent staffing and recruitment in 1 narrow skill or discipline vertical).
Corporate Recruiters: these are people who sole purpose is to recruit employees (temporary and/or permanent for that company - You are a Corporate Recruiter for the US Army)
Human Resources (HR): recruitment makes up just one component of the roles and duties, and they are involved in the strategic aspect of the business and operational execution of the human capital (talent) part of the business plan.
One you have not mentioned: Sourcer: check out this link to explain a little further - and this could be a good way for you to start connecting in Civvie Street - Sourcer v Recruiter
To help you, here are some names and links for you to check out, follow, and connect with: Bill Vick, Peter Leffkowitz, Peter Weddle, Otis Collier - Atlanta based, Glen Cathy, Airs
Eric, I wish you 'good hunting' and you have started your journey in a great place, and the contributors and members are always willing to help and support.