15 Feb What Are The Different Types Of Recruiters?
Gaining a solid understanding of the ins-and-outs of the recruiting industry can help you make an informed, strategic, and successful decision regarding the best way to handle your organization’s vacancies. In this blog, we’ll break down some of the most frequently asked questions about executive search that we field from our partners, like:
- What is a recruitment agency?
- What are entry-level recruiting roles?
- And what are some key tips for recruiters?
So, read on!
What Are The Main Kinds Of Recruiters?
There are a few main types of recruiters, including in-house recruiters, staffing agencies, and executive recruiters.
Two types of recruiting models dominate the modern industry: contingency and retainer. While both types ultimately have similar goals, the differences in business models have led to a differentiation between the two in regard to tactics, goals, and philosophies.
Contingency recruiters are only compensated if they are able to find a candidate that checks all boxes and successfully joins your company. Contingency recruiters typically work on a large volume of open positions to generate profit. They base their fee on a percentage of the candidate’s first-year salary, typically between 25-35%.
Retained recruiters are search consultants that receive an upfront payment from their partners to find and present a highly-refined pool of qualified candidates. Retainer agreements typically involve additional payments at significant milestones like transitioning from the search to the interview process or negotiating a final contract with a candidate.
Retainer recruiters may work on a smaller number of positions to maintain a high level of engagement. Despite adhering to a different search, presentation, and payment process, most retained recruiters charge a fee that aligns with their contingency-based colleagues – 25-35%.
What Is A Recruitment Agency?
A recruitment agency, also known as a staffing agency or recruiting firm, is a company that helps organizations find and hire employees.
Recruitment agencies typically specialize in a particular industry or job function and have a database of qualified candidates. They work with companies to understand their staffing needs. They then use their resources to identify and recruit potential candidates for the organization.
What Is The Highest Recruitment Level?
The highest level of recruitment is on par with the highest rungs of the corporate ladder – like CEOs, and CFOs.
These positions require a high level of expertise and experience and typically provide invaluable performance, productivity, and cultural direction for your organization. Recruiters at the highest levels of their craft, known as executive recruiters, headhunters, or talent acquisition specialists, are responsible for finding and placing candidates in these pivotal roles.
Executive recruiters generally work for specialized firms, known as executive search firms. These firms exclusively cater to organizations seeking transformative candidates for crucial leadership and niche roles.
What Are Entry Level Recruiter Job Titles?
The recruiting industry has boomed over recent decades. Now, up-and-coming professionals interested in breaking into the world of professional recruiting have various entry-level options to begin gaining experience. A few common entry-level recruiter job titles include:
- Recruiter Assistant
- Recruiting Coordinator
- Talent Acquisition Specialist
- Recruitment Consultant
- Junior Recruiter
- Staffing Coordinator
- Recruitment Associate
- Talent Acquisition Assistant
- Recruitment Assistant
- Junior Talent Acquisition Specialist
These job titles generally refer to entry-level positions that typically involve tasks like:
- Assisting more senior recruiters with sourcing and screening candidates.
- Scheduling interviews and managing candidate communication.
- Maintaining and expanding your firm’s network of candidates
- Fielding discovery calls from prospective clients
- Keeping an eye on developing industry trends and developments
What Does It Mean To Be A Recruiter?
Being a recruiter means being responsible for spearheading talent acquisition for organizations with vacancies in crucial leadership, research, or senior roles. They are generally responsible for the following:
- Gaining an in-depth understanding of the client’s needs, goals, and expectations for their new hire.
- Maintaining and growing a network of exciting candidates.
- Identifying and engaging new pools of talent and potential candidates at networking and industry events.
- Using cutting-edge technology to evaluate prospective candidates.
- Conducting thorough reference, education, experience, and background checks.
- Negotiating job offers and other central aspects of the hiring process.
What Are Some Recruiter Tips?
No matter your industry, experience, or specialization, there are a few best practices every recruiter can benefit from implementing. Here are some tips for stepping up your recruiting performance
- Conduct an in-depth discovery: Before launching your search, make sure you’ve taken the time to thoroughly investigate and understand your client’s needs, goals, and expectations. Be sure to cover topics like desired hard skills and experience as well as the personality, leadership style, and values that align with their company culture.
- Invest in your network: Recruiters should work to build a global network of executives, business leaders, and professionals across industries. This can help identify potential candidates and gather valuable insights about the market.
- Emphasize evaluation: Recruiters should invest in data-driven methodologies and technologies to enhance the accuracy and value of their candidate evaluations. Recruiters should also carefully carry out tasks like reference, background, and experience checks.
Medallion Partners Has a Track Record of Success
Medallion Partners is a boutique executive search firm with more than 15 years of experience generating world-class placements that transform companies.
Our industry-leading talent acquisition specialists pour unmatched effort, enthusiasm, and resources into every project, ensuring our partners enjoy access to a roster of qualified, innovative, and high-performing candidates. There is a reason more than 98% of our placements are still in their roles after two years. We know how to find the right fit for our clients. Reach out to one of our search specialists today to learn more.