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Get on the Corporate Recruiting Bandwagon

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Corporate recruiting is fast catching on in the recruitment arena. Corporate recruiters are HR professionals equipped with the know-how to help corporate firms and recruiting companies hire top quality candidates. They, unlike third-party recruiters working for an employment agency responsible for recruiting individuals for multiple organizations, are members of the organizations for which they are hiring. Executive recruiting is also a part of this. Besides employment recruiting, they provide support to the business by managing candidates and hiring managers through all phases of the selection process. There are many types of corporate recruiters like source or provider, full life-cycle recruiter, generalist/recruiter and diversity recruiter, etc.

As a corporate recruiter it is your responsibility to:
  • Draft job descriptions outlining in detail all qualities and skills required in a job seeker.
  • Screen the curriculum seeking out only the most qualified candidates.
  • Harness the power of the internet for online recruiting.
  • Advise hiring managers on the overall hiring process.
  • Select the most suitable advertising format for posting.
  • Create and maintain a proper knowledge database of market trends.
  • Make use of different sourcing methods to continually build and maintain a steady pool of suitably qualified candidates.
  • Utilize effective recruitment strategies to attract and retain top talent.
  • Interview all the qualified candidates assessing their professional background.
  • Manage the interviewing and hiring process to take in only the best while complying with all policies.
  • Extend a formal offer of employment both verbally and written on company letterhead.
  • Track and maintain all records keeping in mind the employment laws in the country of operation.
  • Ensure the maintenance and compliance of all regulatory needs.
Some of the key qualities that make a great corporate recruiter are customer service mentality, excellent organizational skills, ability to work well with people, exceptional at assessing people, smart and strong administrative skills The candidate should also be a hard and smart worker, be inquisitiveness, good perceptive ability, take a business oriented approach and be technically savvy.

Administrative skills are vital as corporate processes and systems are often inefficient or important. A corporate recruiter needs to be flexible to deal with changing job requirements and budget changes. He or she must have a strong ability to partner with Hiring Managers. Ability to build confidence and strong relationships with hiring managers is essential. Corporate recruiters are often called in to give justification as to why a particular candidate is to be hired or fired if an employee increases company expenses. In such a situation, a corporate recruiter can provide critical market data to support the decision to hire another person.

Above all tenacity, the ability to deal with high workloads and a can-do attitude can certainly give the corporate recruiter an added edge.

Graduation from high school is the minimum qualification. Though not always required, Fortune 500 companies typically prefer candidates who have a degree in Human Resources, Labor Relations, or a related field. Post graduate qualifications are preferable. Some companies look for considerable experience in either the same field or related field.

Salary is always provided on the basis of skill, experience and efficiency. Field, place of employment, level of education, experience etc directly control salary. Best-in-the-business-salary can range from $50,000-$250,000.

Developing suitable strategies for executive hiring has become a key area of focus for corporate recruiters in recent years. So the demand for corporate recruiters is constantly on the rise.
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 diversity  recruitment  recruiters  HR  person  offices  projects  employment laws  job descriptions  managers

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