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Get to know about the duties, responsibilities, qualifications, and skills requirements of a corporate recruiter. Feel free to use our corporate recruiter job description template to produce your own. We also provide you with information about the salary you can earn as a corporate recruiter.

 

Who is a Corporate Recruiter?

The contact point person for a company’s job opportunity is a corporate recruiter, often known as an in-house or internal recruiter. Corporate recruiters are often known as HR recruiters or Talent Acquisition experts. They’re in charge of disseminating the job announcement, accepting applications and resumes, finding applicants, and narrowing the applicant pool. Corporate recruiters are entrusted with providing a handful of the most qualified candidates to the hiring manager, not with making the final hiring decision. Unlike a contract recruiter or a headhunter, a corporate recruiter works for a single company.

More than just identifying outstanding talent to fill one position, the corporate recruiter must also write job descriptions, analyze resumes, interview prospects, extend employment offers, implement onboarding techniques and keep correct detailed records of all candidates and new employees. While a corporate recruiter’s job may lack the diversity and pace of a headhunter’s, corporate recruiters can have a deeper understanding of human resources activities. You can gain significant experience managing the recruiting tactics for a complete firm, which you can take with you if you decide to work for an agency or as a contract recruiter. In any firm, the corporate recruiter is an important but sometimes disregarded position. They must not only identify outstanding talent but also compose job descriptions and screen resumes while interviewing applicants who can fill their available jobs – all while keeping in mind onboarding processes and successful employment branding.

 

Working for one firm provides consistency, which is one of the advantages of being a corporate recruiter. This means you’ll be able to learn everything there is to know about the sector, including corporate management structure, prevalent job titles, and work experience. Even if you intend to work as a headhunter on your own at some time in the future, gaining expertise and understanding in a specific area can be beneficial. You may have additional obligations and responsibilities as a corporate recruiter than as a contract recruiter. You can get involved with other human resources initiatives including onboarding, employee retention programs, and referral programs in addition to sourcing people and screening applicants. You should take advantage of your corporate recruiting opportunity to advance your career as a human resources management specialist and obtain as much experience as possible. You don’t have to limit your network just because you’re working with one organization. Attend conferences and seminars as part of your industry study, and network with business people from other companies in the same industry. You never know, the ideal candidate for an open position might be working at one of those organizations and looking for a better opportunity.

Using marketing tactics for recruitment marketing activities is one of the most popular trends in recruiting today. Employment branding, customer relationship management, and value propositions are all marketing-related factors in hiring and recruiting. To get the word out that your organization is a terrific place to work, you should use all of the marketing gurus’ tactics. You can attract better-quality applicants with less effort if you use targeted marketing tactics to reach out to the candidates who are most likely to fit your firm. There are a variety of recruitment technology options for recruiters accessible these days that can help you work more efficiently and attract better applicants. Recruiting software can help you streamline your source channels, preserve more precise and trustworthy data, and identify good applicants in new ways.

Recruiters now have more methods than ever to engage with job applicants thanks to Web 2.0; take advantage of the technologies available today to get your company’s name out there. It’s also crucial to know who the corporate recruiter is and what they do if you’re looking for a new job. Corporate recruiters are in charge of identifying qualified candidates for available positions inside their organization. They collaborate with hiring managers to find the finest prospects, and they frequently have a big network of candidates. It’s critical to make a good impression on the corporate recruiter if you want to be employed by a specific organization.

 

Corporate Recruiter Job Description

Below are the corporate recruiter job description examples you can use to develop your resume or write a corporate recruiter job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.

• Consult with directors, managers, or CEOs to identify the company’s employment needs.
• Search for suitable applicants on sites such as CareerBuilder and Monster.
• Post job openings on career websites.
• Makes contact with potential hires to inform them about open openings.
• Make appointments for interviews.
• Conduct interviews with potential employees.
• Travels to meet interviewees when necessary.
• Describe the qualifications, responsibilities, and duties of open positions.
• Explain the position’s perks and remuneration.
• Conduct compensation talks with desired candidates.
• Investigate the firms of candidates and prospective competitive offers.
• Overcome reservations to encourage highly qualified applicants to apply for the position.
• Assess candidates to see if they are a good fit for the job.
• Prepare extensive interview reports that include analyses.
• Make a brief list of possible hires.
• Present information to the corporation’s HR director or CEO for review.
• Assist in the hiring and final interview process.
• Assist the HR department in drafting new hire contracts.
• Provide suggestions for how to improve the recruiting process.
• Develop relationships with people in the business to hire them in the future.

 

Qualifications

• A bachelor’s degree in business administration, human resources management, or a closely related subject is required.
• Corporate recruiting experience is desirable
• Full-cycle recruiting skills are necessary.
• Certification as a Certified Professional in Learning and Performance (CPLP), Professional in Human Resources (PHR), or something similar could be beneficial.
• Social media recruitment experience is a plus.
• The excellent and professional manner of approach
• Strong interviewing skills and knowledge of numerous interview approaches are required.
• BambooHR and Recruitee are two examples of talent management software that you should be familiar with.
• Knowledge of resume parsing tools like Freshteam and application tracking systems like Jobvite and Greenhouse.
• Familiarity with the entire recruitment process.
• Excellent interpersonal and communication abilities.
• The ability to keep private information confidential.
• The ability to adjust to new situations.

 

Essential Skills

• Information, time, and project management skills: Being able to manage projects from start to finish while paying close attention to detail is a valuable skill. You will have fewer difficulties keeping a healthy work-life balance if you can manage your chores and obligations properly. You’ll have to decide on the candidate and position priority sooner or later. It’s only useful if you can remember everything or have a large planner.

• Curiosity: If you lack the enthusiasm to help others, listen to them, or simply learn something new, surfing the internet for hours and listening to job searchers all day is exhausting. If you want to avoid burnout, you need to be curious. Everything you need to know for specific projects can be available on the internet, but you ultimately must complete and maintain your work.
• Self-awareness and critique: If you don’t know yourself and your strengths and competencies, recognizing them in others may be more challenging. Learn to recognize your goals, characteristics, and boundaries; it will benefit you both within and beyond the office.
• Endurance and persistence: Repeated efforts, such as LinkedIn searches, can quickly lead to early burnout. The folks you approach may be uninterested in the position you’re offering. Both applicants and clients are known to drag out conversations for months before deciding to take a break. It can be aggravating to have your plans cross, but keeping your chin up and your spirits up will protect you from being frustrated. Being hot-headed is a big no-no in this field, so learn to be patient at all times and manage your emotions when you’re on the verge of losing your cool.
• Confidence: A plethora of research has shown that we are more likely to trust persons who speak confidently. Speaking as though you are certain of your position will not only make you more money in the long run but will also portray you as a reliable and professional individual.
• Communication and transparency: As a recruiter, you spend the majority of your time reaching out to people and conversing with them. It’s critical that you can express yourself in a kind yet direct manner while demonstrating real interest and willingness to communicate. You must be willing and competent to actively listen to and remember the key aspects of the interviews you conduct. In this regard, nonverbal signs are just as essential as deciphering the underlying meaning of a candidate’s words.
• Resilience and adaptivity: The market moves at a breakneck pace, and while adaptation is essential, being one step ahead of the curve is advantageous. New technologies are continually emerging, and clients’ and individuals’ objectives can shift from day today. You will be subjected to several rejections and setbacks, which can easily lead to a loss of motivation. You may not be able to influence any of these circumstances in many cases, but you can always choose how you respond to them. Choose to learn from every scenario, and come back stronger in the face of adversity.
• Persuasion: At the end of the day, sales drive recruitment. You’ll have to pitch candidates on positions and companies, as well as the other way around. You will have to represent both the provider and the applicant while presenting these changes, and you will have to mediate and argue for both of them. It’s also part of your job to point out unrealistic expectations, and knowing the market standards as thoroughly as possible is essential.
• Creativity: Knowing how to navigate professional recruitment websites is a must. Many people, however, overlook the fact that each employee has a name. Your best marketing manager candidate could be on tinder, while the brilliant developer you’re seeking is probably playing League of Legends. Never undervalue the importance of making new contacts; suggesting someone after getting to know them personally is always the best bet.
• Empathy is one of our personal favourites on this list. If you’ve been following us for a while, you know that keeping our professional relationships strong is a high priority for us. When you have a large network, you will need to shorten your response time to all of your contacts. Our goal is to provide a service that candidates return to when they are looking for work. While it is time-consuming and inconvenient, it assures that we deliver the best candidates for each open position. Empathy for new clients and candidates is also important since it allows you to notice certain features of a company’s culture and personality attributes that make the ideal match.

 

How to Become a Corporate Recruiter

1. Get a college diploma

Many employers prefer people with a college diploma, even though it isn’t always required. These companies frequently demand a bachelor’s degree, with a major in human resources being preferred. Human resources management, business management, psychology, and communications are examples of these majors. If you wish to continue your study, a master’s degree, such as an MBA, is an option. While a master’s degree is rarely required, it may help you stand out from the crowd when applying for a career as a recruiter.

2. Gain experience in the field

For corporate recruiters, considerable job experience is one of the most important qualifications. After graduation, you can explore working as an HR assistant, staffing specialist, HR representative, HR associate, or HR analyst. These positions will familiarize you with the recruiting and hiring processes while also assisting you in developing a solid résumé. While having HR expertise is advantageous, there are alternative methods to get relevant experience. Consider taking a customer service or sales career, for example. These jobs can help you improve your interpersonal skills, which are frequently valued by corporate recruiters. Consider getting several years of experience with a company in that area if you wish to specialize in recruitment for a specific field. This can assist you to learn the field’s specific requirements and connecting with people in the business.

3. Go for professional associations and certifications.

HR professionals in the United States are served by several professional organizations. These organizations provide members with resources, education, and networking opportunities, and some even provide professional certification programs that can help you establish your HR skills and construct a good résumé. Here are some groups to think about:

Society for Human Resource Management: SHRM, or the Society for Human Resource Management, is one of the world’s leading human resource associations, offering HR professionals conferences, certifications, journals, scholarships, and awards.

Association for Talent Development: The Association for Talent Development is a professional association that brings together recruiters, trainers, and hiring managers. It provides networking opportunities, conferences, and educational materials.

Human Capital Institute: The Human Capital Institute is a professional association for HR professionals that offers its member’s certification programs, education, academic research, and conferences.

4. Create a compelling resume

Because assessing applications is such a crucial part of a recruiter’s job, having a solid resume can help you show off your skills when applying for recruiter jobs. Consider including a resume aim or summary, as well as a description of your previous work experience and duties, while constructing your own. You can also add a list of your hard and soft abilities, a summary of your accomplishments and qualifications, and a cover letter to introduce yourself. If you’re not sure how to construct your resume, you can learn more by looking at resume templates online.

5. Create a network.

Increasing your possibilities by building a professional network in your field is a common strategy. Consider meeting other HR and recruitment experts when pursuing a job as a corporate recruiter. Attending industry networking events, joining social media groups, attending HR and talent management conferences and seminars, or communicating with recruiters and recruiting managers within your firm are all options. Making new contacts can assist you in learning more about recruiting, increasing your visibility in the field, and locating job prospects.

6. Expand your skillset.

When looking for work as a corporate recruiter, it’s critical to develop a diverse range of abilities. These can include both soft and hard talents, and many of them can be developed while working at your current employment. You can also try taking an online class or attending an educational event if you want to learn a more specialized skill. Develop the hard and soft talents that recruiters value.

 

Where to Work as a Corporate Recruiter

A corporate recruiter spends most of their time in an office setting, making phone calls and scheduling meetings with possible workers. A recruiter may also travel to meet with high-level prospects locally or nationally. While most recruiters work a regular 40-hour week, travel may cause the workweek to be extended. Every organization needs a recruiter. As a result, a corporate recruiter’s workplace isn’t restricted to a particular corporation or firm.

 

Corporate Recruiter Salary Scale

Salaries for corporate recruiters vary a lot based on where they work, how much experience they have, who they work for, and what they do. Corporate recruiters report a national average base compensation of $59,566 per year, according to Indeed. Salaries range from $50,000 to $120,000, based on the recruiter’s years of experience as well as the company’s profile and success. A Recruiter in Nigeria earns roughly 355,000 NGN per month on average. The starting wage is 188,000 NGN and goes up to 540,000 NGN.

 

Consulting and Strategy

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