Recruiters: understanding the different types
Today we’re talking about the world of recruiters: who they are and what you can expect from them. We’re deep diving into types of talent professionals to help you navigate your job search in a more educated way. Types of Recruiters Retained. Given money up front to start a search (fees are 25-40% of 1st year compensation). Usually very connected, know their industry, and able to deliver good results. Paid a retainer, some in the middle and some at the end. It’s about quality over quantity and expertise. They have exclusive relationships with their hiring managers and should be able to answer a lot of your questions. Contingent. Paid when they fill a job, and some employees are 100% commission. It’s a speed game because they only get paid if they get the final candidate in to the client first. Rewards to contingent recruiters don’t come from candidate experience, it comes from results. Often bad recruiter experiences comes from contingent searches because they are focused on fills only. RPO/Hourly Outside. Can be hourly or completely outsourced on a monthly basis (retainer/month). How close they are to the internal team depends on the relationship. The benefit of an RPO (Recruitment Process Outsourcing) is that the client can dial it up or back depending on need; this is a long term relationship based on success and knowing each other. For example, Liz’s company acts as an extension of the recruiting team with internal emails and following/making internal processes. Internal Recruiters. These are the people who work only for one company. They build employer brand, build and follow internal processes, and have deep relationships with hiring managers. These people can answer all of your questions -- they know the benefits, culture and hiring team. They will probably work with you once you’re hired, so be nice! How do you know who you’re talking to? ASK! Ask their role, their relationship to the company, and what they know and don’t know. Other recruiting roles: Recruiting managers and leads. Coordinators who do the scheduling. There may be sourcers who are all about finding the right talent for the job. There are also diversity professionals trying to bring more diversity to the company. The lead recruiter is usually your touch person -- they know where things are and it’s ok to check in with them. The more you tell them about where your search is, the more they can help push things along.