| We have all had the call, "Hey Joe, my name is Bob | | | | find a candidate that is a good cultural fit for a |
| Smith. I am a recruiter for Acme Widgets. We found | | | | company. Most HR people are required to focus on |
| your profile on LinkedIn and I was wonder if you could | | | | managing benefits and boosting employee retention. |
| take a few minutes out of your work day to discuss | | | | These job requirements leave little time to develop a |
| the prospect of working for the leading manufacturer | | | | deep understanding of the myriad of technology |
| of widgets in the US." As with most timing in life, these | | | | expertise available on the market. Recruiters can |
| calls will ring you before the first cup of coffee hits | | | | significantly improve a hiring program by pushing |
| your lips or during a busy meeting. Needless to say, | | | | process and hunting down the best match for any |
| most recruiting targets are not prepared for a cold call. | | | | open positions. |
| Other candidates have posted their resumes online | | | | It's all about the commission |
| and are just hoping the fish will bite. Given the | | | | Believe it or not, recruiters have priorities beyond their |
| mysterious nature of these strangers that we call | | | | commission checks. Compensation is about catches |
| head hunters, there are many misconceptions about | | | | and balances. Over the years, companies have |
| the recruiting industry. Here is an inside look at the top | | | | learned that it is important to hedge the large |
| 5 myths concerning the art of recruiting. | | | | commissions paid out for new placements with |
| Not all recruiters jump out the window during a | | | | specific securities concerning the candidate. Standard |
| recession | | | | recruiting contracts require that a candidate must stay |
| Given the current economic backdrop it seems | | | | with a company for at least 90 days before the |
| pertinent to discuss how the recession affects | | | | commission payment are guaranteed to the recruiter |
| recruiters. When most people consider an economic | | | | who has placed the candidate. These contractual |
| downturn the last thing they think about is hiring. | | | | agreements force recruiters to explicitly target |
| Following this logic most outsiders would assume | | | | candidates that they believe will be a long-term fit for |
| recruiters go into a complete panic when the economy | | | | the company. These guarantees also provide recruiter |
| hits the fritz. The reality of the situation is much more | | | | with incentive to develop an understanding of a |
| complex. Internal recruiters that work within | | | | company's corporate culture to help find the best |
| organizations which normally have ongoing hiring needs | | | | candidate match for the organization. |
| are put in a precarious position. Most companies | | | | Recruiters are not living in the Stone Age |
| looking to trim cost will single out recruiters for the first | | | | Recruiting is a juggling act. Each position will see |
| cutbacks. External, third party recruiters can actually | | | | multiple candidates interview for the role and each |
| benefit from these cutbacks. As companies reduce | | | | candidate is at a different stage in the process. This |
| their internal hiring expertise certain critical positions can | | | | logistical nightmare is multiplied with each open position. |
| crop up that require talent acquisition skills. Companies | | | | Historically, recruiters have attempted to wrestle |
| forced to make limited hires after trimming their | | | | control and organize their process with giant trails of |
| recruiting department will turn to third party recruiting | | | | paper, graffiti covered calendars, waist deep email |
| companies to fill the void. This shift to outsourcing | | | | inboxes and spreadsheets so complex they make the |
| provides some measure of job security to a large | | | | Moon Landing look a bit easier. While the industry was |
| portion of the industry. | | | | once notorious for organizational flaws, these issues |
| The industry actually has many pros | | | | are expected when managing multiple candidates, |
| No doubt about it, recruiting is a sales job. Recruiters | | | | hiring managers and interviews schedules. Fortunately, |
| are constantly pitching. If the recruiter is working on a | | | | most of the recruiting industry has crawled out of the |
| recruitment outsourcing contract they are pitching the | | | | primordial ooze of spreadsheets and emails. Many |
| company they represent to a potential candidate. If a | | | | professional recruiters now rely on industry specific, |
| recruiter is working on a strictly commission basis, they | | | | web-based recruiting software to help manage |
| may be selling a rock star candidate to multiple | | | | applicant flow and streamline collaboration between all |
| companies. This unique nature of recruiting can force | | | | of the decision makers. When properly used, these |
| recruiters to fall back into cliché sales tactics during | | | | organizational tools can seriously increase hiring |
| the hiring process. As a candidate, if you get that used | | | | efficiencies across the board, allowing recruiters to |
| car salesman feeling in the pit of your stomach during | | | | spend more time looking for the perfect candidates. |
| a recruiting call, you are not alone. Despite the | | | | Most people only have fleeting experiences with the |
| aggressive nature of the industry, many recruiters are | | | | recruiting industry. These short interactions lead to a |
| seasoned professional. Contract recruiters can make | | | | variety of misconceptions and negative feelings |
| upwards of 20% of a candidates first year salary for | | | | associates with the recruiting process. Many |
| any successful placements. These high commissions | | | | misconceptions about recruiting are a direct result of |
| mean that an effective recruiter can pull down a | | | | the necessary sales oriented nature of the process. |
| yearly income higher than most VP level positions they | | | | Ultimately, if outsiders were able to peak under the |
| place. Given the financial implications, there is a | | | | hood they would likely see a different story. On the |
| significant amount of incentive for recruiters to be as | | | | whole, today's recruiters represent talented |
| polished as possible. | | | | professionals with a unique skill set to help companies |
| Recruiters just add extra pork to the hiring process | | | | fill mission critical roles and provides candidates with a |
| If you ask most internal HR people about the difficulties | | | | good match for their careers needs. Recruiter provide |
| of hiring you will probably get the same answer. | | | | the most cost effective solution for many companies |
| Recruiters are a critical part of the hiring process for | | | | hiring needs and with modern technology they can also |
| many companies. This rule of thumb is particularly true | | | | provide a much needed organizational boost to the |
| for tech recruiters. Hiring for technical positions requires | | | | hiring process. So next time you get that call, think |
| an understanding of very specific skill sets. A technical | | | | twice. It may be the best opportunity you've had in a |
| recruiter needs to understand coding expertise, be able | | | | long time. |
| to dissect pertinent background experience and also | | | | |