What is recruiting? There are basically two types – contingency and corporate. Contingency-based recruiting involves an agency (or multiple agencies) that charge you a mark-up or fee based on the individuals (or heads) you hire through them, thus giving birth to the term "head hunter." A corporate recruiter is employed by one single company and is responsible for their individual hiring needs. My role in the recruiting world falls between agency and corporate and is called RPO – Recruitment Process Outsourcing. I am employed by an agency, Hub Recruiting, that places recruiters as internal corporate recruiters on contract within companies that have long-term hiring needs. We outsource our recruiters to companies like Criteo, CarGurus, and Jibo, to name just a few, and are the people in the trenches responsible for their long-term growth.
As an individual, I help people make career decisions while helping hiring managers make decisions that will impact the growth of their company. I am the front line of the hiring process; I source and interview candidates. I communicate and collaborate with leaders and managers, qualify/quantify who they want to hire, go out and find that person (or people), and bring them through the hiring process. I am also the person providing feedback, conducting interview preparations, doing interview debriefs, and negotiating salaries. The recruiter is the face of your company through the hiring process that on any given day is probably doing a mix of cold calling, cold emailing, phone screening, meeting with hiring managers, preparing candidates for interviews, debriefing candidates after interviewing, and providing feedback to both candidates and hiring managers. There’s a lot of moving parts, but it has shown me how companies operate and grow.
This career has also helped develop my communication skills (over the phone and in person) and taken me out of my comfort zone over and over again. It’s a strange feeling when you’re fresh out of college and negotiating rates and salaries with doctors and engineers. I’ve been responsible for calling tens of thousands of strangers, people I’ve never met in my life, and pitching companies and organizations in healthcare, defense, life sciences, engineering, construction, digital media, and staffing/recruiting. Calling a stranger during work hours to try to pitch him/her a new job for the first time is just plain bizarre. It’s not normal.
I’ve interviewed hundreds if not thousands of people over the phone, a few hundred in person, and been responsible for people changing their jobs. Leaving your current job is a huge decision, and I’ve guided dozens of people through that decision. And when you get a call, email, or letter that includes a sincere “thank you,” for helping someone make a decision that helps improve his/her life, you just want to keep doing it. I like to help people. Recruiting gives me that platform.
As recruiters, our value doesn’t just come from the people we source and hire, it comes from allowing managers and leaders to continue to do what they do best. We give you more time to focus on your own missions and goals. It’s the living breathing example of the "Division of Labor," highlighted in the first chapter of Adam Smith’s Wealth of Nations. We go out and find the people you need to grow your organization so that you can continue doing what you do best.
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