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The job of a recruitment consultant or recruiter is pretty straightforward.

They're responsible for finding the best candidates for jobs, and they do this by searching for candidates, screening CVs, conducting initial interviews, and meeting with applicants in person. They may work for an agency, as a freelancer, or in-house at an organization.

However, there are various types of recruitment consultants and their responsibilities.

Here is an overview:

1. Recruitment resourcer

A recruitment resourcer’s main responsibility is to find the right candidates at the earliest stage of the recruitment process.

A resourcer is given a new role to recruit for by an agency and spends time finding highly talented, good-fit individuals for the client.

Resourcers also make contact with candidates and perform the initial candidate screening before sending them off to the client.

2. Recruitment coordinator

A recruitment coordinator supports recruiters in their everyday tasks such as writing and posting job listings, building the recruitment database, writing communications such as offer letters, and carrying out support tasks as directed by the recruitment manager.

A recruitment coordinator position is usually given to juniors who are just getting into the industry and

3. Business Development recruiter

A business development (BD) recruiter is someone who works at a recruitment agency and is responsible for finding new business for the agency and bringing in new contracts. They usually don’t do any sourcing or candidate screening and just focus on winning and onboarding new clients.

BD recruiters are employed on a basic salary and collect a small percentage of the fee if the role is filled.

4. 360 recruiter

A 360 recruiter is an agency recruiter who is responsible for the entire recruitment process from performing business development and winning new clients to finding and placing candidates.

They manage the entire recruitment cycle and are paid a basic salary and a commission on every placement they make.

5. Talent Acquisition Specialist

A talent acquisition specialist, or internal recruiter, is a recruiter who works in-house at a large organization and sources new employees.

They usually come from working at an agency and want to focus on the sourcing side within an organization.

Internal TAs receive a basic salary which is usually higher than that in an agency, but get no commission. Many recruiters opt for this position as it comes with a steady income.

6. Freelance Recruiters

Freelance recruitment consultants operate independently and can be hired on a project basis. They offer flexibility and can be particularly useful for short-term or specific recruitment needs.

They usually take the role of a sourcer and get paid on a commission only. Other times, they’ll work as a BD recruiter and earn a monthly retainer plus commission on any new leads they bring into the business.

Top qualities to look for in recruiters

Here's a list of the top qualities to look for in a recruiter:

1. Communication Skills

  • Excellent written and verbal communication: Recruiters need to articulate job descriptions clearly, concisely explain company culture to candidates, and confidently negotiate offers.
  • Active listening: They should be able to understand candidate needs and effectively communicate client requirements.

2. Industry Knowledge

  • Deep understanding of your industry or niche: A strong grasp of industry trends, relevant skills, and competitive landscape allows them to source top talent.
  • Advanced sourcing skills: They should be adept at utilizing various sourcing methods to find qualified candidates beyond just job boards.

3. Relationship building skills

  • Strong relationship-building skills: Recruiters build trust with both candidates and clients, fostering long-term relationships.
  • Excellent networking abilities: They should be able to leverage their network to identify passive candidates and connect with key decision-makers within client companies.

4. Business acumen

  • Understanding of business needs: Great recruiters comprehend the bigger picture and align their recruitment efforts with the organization's strategic goals.
  • Client-centric approach: They prioritize client satisfaction, keeping them informed throughout the process and exceeding expectations.

Additional desirable qualities:

  • Proactive and results-oriented: They take initiative, consistently find qualified candidates, and strive to fill positions efficiently.
  • Strong analytical skills: The ability to analyze data and metrics helps them refine their sourcing strategies and measure success.
  • Adaptability and problem-solving skills: The recruiting landscape is dynamic. Recruiters should be flexible and able to adjust their approach as needed.
  • Tech-savviness: Understanding and utilizing recruitment technology platforms streamlines processes and improves efficiency.
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