Shownotes
Do you know the three types of recruiters and the skill set that is specific for each?
Believe it or not, companies hiring corporate recruiters don't even differentiate between the types. Also, within corporate recruiting, there are sub-types based on the size of the organization, and once again, companies don't delineate the difference on the practiced skills based on company needs.
I've worked as a temp recruiter, 3rd party recruiter, contract recruiter, and corporate recruiter. Each of these positions required a completely different set of skills. And, in this episode of the Rebellious Recruiter with Daava Mills, since is seems no one else is talking about this angle of recruiting - or possibly, no one understands it - I will.
Daava's Rebellious Recruiting Notes:
- The 3 types of recruiters:
- Temp Recruiter: Recruiting for hard skills first because the client needs the job done now. This is a great way for companies to see how a person performs over time and evaluate culture fit.
- 3rd Party Recruiter (or Executive Recruiter): Recruiters that are paid a contingency fee or on retainer. Typically filling positions based on experience and culture fit.
- Corporate Recruiter: Recruiting for open position within the recruiter's own company.
- Within Corporate Recruiting, there are sub-types:
- The Full Cycle Recruiter: Typically handles all aspects of the recruitment process and will have 10-15 openings at any given time.
- The Recruitment Project Manager: Typically assigned to a specific division or skill specialty and will have 20-50 open positions at a time.
- The Recruitment Program Manager: Senior level recruiter making the engine of the recruiting process run while handling 80 openings at any given time.
- Recruiters, by nature, love to improve things, so keep an open mind when they make process improvement suggestions.
As always, you can email me at daava@millsgroupllc.com with your thoughts or questions or check out The Mills Group website. I may use your subject matter in upcoming shows.
