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Today’s recruiters go by many names. They are called sourcing specialists, talent acquisition managers, hiring specialists, recruiting generalists, or any of several other terms. Regardless of the job title, the task at hand is still the same: ensure that the right people are in the right place, whenever and wherever the company needs talented individuals to support their business goals.
Recruiters characteristically function as part of a human resources team, sourcing talent for an entire company or for certain assigned business units or hiring managers. Depending on the size and scope of the organization, recruiters may also have international duties.
Other recruiters work for staffing firms locating candidates for open positions at client companies. Recruiters can also choose to specialize in an industry, like healthcare or information technology, that demands a strong knowledge of roles and responsibilities within a complex discipline or business sector.
Being a Recruiter requires a multi-faceted skillset. On the surface, recruiters are “people persons.” However, to succeed in today’s workplace, they must also be able to analyze data, work within budgets, leverage sourcing technologies, market career opportunities, and help to create a positive candidate experience.
Recruiters manage the entire process – from receiving an open job requisition to finalizing an offer of employment. Depending on the size of an organization, they may also be responsible for onboarding new hires and assimilating them to the company. Recruiters are also busy even when jobs are not abundant, as they need to fill the “talent pipeline” for future hiring needs.
Technology, Talent, and Technique
Technology is central to any successful talent acquisition strategy. Recruiters should be able to mine candidate databases; LinkedIn; maintain a brand-appropriate social media presence on Facebook and Twitter, and effectively post job openings online.
They must also have knowledge of recruitment
Recruiters are ambassadors of a company’s “employer brand,” with accountability for sharing messages that are consistent with the organization’s culture and business goals. They must meet company expectations in all recruitment communications they broadcast to job seekers, as well as in the conversations they hold with candidates.
Good communicators make for good recruiters, particularly as most contact will occur via e-mail and phone. Some recruiters will have the opportunity to attend job fairs and career events to meet prospective candidates and sell them on available positions. They may also be assigned to visit college campuses in search of up-and-coming talent.
The Bureau of Labor Statistics forecasts 21 percent growth in all human resources specialties through the year 2025. The Society for Human Resources Management (SHRM) recommends a well-rounded curriculum that includes behavioral science, social science, and liberal arts, along with a strong business concentration. Economics, labor law,
SHRM also champions advanced degrees, stating that “Master’s degrees in human resource management – whether a Master of Science in HR with coursework in industrial relations, organizational development, organizational behavior or other specialties or a Master of Business Administration with a concentration in HR—are a vital part of the preparation for an increasingly complex marketplace.”
A Final Note
The role of human resources continues to evolve as more companies realize the direct connection between people and profit. Previously relegated to a desk behind the scenes, human resources professionals now have a seat at the executive table. CEOs have come to view the discipline as being pivotal to the overarching success of organizations that want to compete effectively in today’s business marketplace.
Unlike most resume “experts,” Tony Beshara doesn’t merely write resumes. As a veteran placement specialist who’s been featured regularly on the Dr. Phil show, Tony actually uses resumes to get people jobs.