Recruiter

Internal recruiters

An internal recruiter is member of a company or organization, and typically works in human resources (HR), which in the past was known as the Personnel Office, or just Personnel. Internal recruiters may be multi-functional, serving in an HR generalist role (hiring, firing, exit interviews, employee disputes, contracts, benefits, recruiting, etc.) or in a specific role focusing all their time on the activity of recruiting. They can be permanent employees or hired as contractors for this purpose. Contract recruiters tend to move around between multiple companies working at each one for a short stint as needed for specific hiring purposes.

Third party recruiters or headhunters

A third party recruiter can work on their own or through an agency, and acts as an independent contact between their client companies and the candidates they recruit for a position. They can specialise in client relationships only (sales or business development), in finding candidates (recruiting or sourcing), or in both areas. Most recruiters tend to specialize in permanent or full-time, direct hire positions or contract positions, but occasionally in both. They will often utilize Internet recruiting to help in their recruiting efforts.

Those recruiters who specialise in contract placements (where the candidate is typically paid hourly for temporary work) may divide their labours into two functional groups, with one group working to sell to clients and open job orders, and the other group focusing on recruiting candidates. Both staffing and consulting firms employ recruiters specialising in contractor placement. Most recruiters today working in this area are compensated with a base salary, but receive a commission or bonus that is somehow tied to the number of placements they make.

Third party recruiters who specialise in placing job seekers in full-time positions with their client companies are more often referred to as headhunters. It should be noted, however, that many recruiters resent being called headhunters, and vice-versa. Typically Headhunting is associated with a higher degree of industry knowledge and a more specialised, less 'blanket' approach. Whereas a recruiter may place an advert or place calls with no prior knowledge of the individual they are contacting, a headhunter will always attempt to possess knowledge concerning; previous employment history, education, hobbies etc, and make contact on the presmise that 'on paper' the candidate is suitable for the role.

Additionally, Headhunters vary from Executive Search Agents/Professionals who typically have a wide range of personal contacts within the area in question, a detailed specific knowledge of said area, and typically operate at the most senior level. Executive Search professionals are also involved throughout more of the hiring process, conducting detailed reports and interviews as well as only presenting candidates to clients where they feel the candidate in question will fit into the employment culture of the client. Executive Search Agencies typically have long lasting relationships with clients spanning many years, and in such cases the suitability of candidates is paramount. It is also important such agencies operate with a high level of professionalism, and thus typically cold calling or other techniques typically associated with recruitment are shunned.

Executive Search agencies often also provide Clients with (legal) inside rumours gleaned from contacts within their clients competitors.

Compensation methods for recruiters specialising in direct hire placements fall into 2 broad categories: contingent and retained, both of which are explained below. Retained recruiters present opportunities and oversee the interview and placement process for their clients.

Third party recruiters make their income through sales commissions generated from the fees that they collect from their clients. Some recruiters also receive a base salary or a draw against future commissions.

Due to the differing nature of Executive Search, in the interests of maintaining long lasting relationships with Client companies, compensation may have further layers. An example of this is the promise to perform an additional search with no charge if the originally placed candidate resigns or is fired within the first 12 months of employment.

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