What Exactly Does a Recruiter Do? A 7-Step Guide to Recruitment.
No matter if you work in the industrial, commercial, or technical sectors, chances are you’ve had some encounters with recruiters. Be it either directly or indirectly. From friends and family to colleagues and workmates, almost everyone has some experience with recruiters or recruitment agencies. And, with how much big businesses depend on recruiters nowadays, it’s no surprise. Businesses expect results, and they need the best possible candidates to get them. That’s where a recruiter comes in.
Saving businesses time and money, recruiters take the sting out of hiring a new employee for businesses. Saving them time, whilst finding either a range or an individual who is best suited for that role.
But what exactly is the process you can expect to go through with a recruiter? Lucky for you, we’ve got you covered. Here’s a rough guide to the 7 steps a recruiter goes through from start to finish.
Step 1 – Open Position.
The process starts with an open position. A business, organisation, or establishment will notify a recruitment agency of a vacancy they wish to fill. This could be for an individual, a team, or otherwise.
Often, recruiters or agencies specialise in a specific area or sector. This is done to ensure that recruiters can focus on sourcing the best candidates available, rather than simply good candidates in many areas. After all, if a business is looking for a specific someone to fill a position (and they’re paying someone to find that someone), you shouldn’t settle for ‘pretty good’. You’d want the best.
Step 2 – Spread the Word.
At this point in the process, a recruiter will make the job listing open, meaning that candidates can apply for the role. This can be done in several ways, such as listing it on the recruiter’s website
The recruiter or agency will list all the specifications provided by the client and will ensure the listing is both appealing and accurate. Once this is done, the role will go live, and candidates can apply. If a recruiter has previous experience with an individual that may also suit the newly listed position, they may also contact them to notify them of the new listing.
Step 3 – Sourcing Candidates.
As with most jobs posted online, recruiters can expect to receive dozens of applications for any position they list, half of which will not be appropriate for the role. There’s nothing wrong with this, as candidates may have other desirable qualities that they believe make them suitable for the role. However, a recruiter can expect a sea of applications that won’t be appropriate for the client’s needs.
From the selection of applicants, a recruiter must narrow this list down to an appropriate amount. For example, a client may only have 3 spaces free for interviews, and the listing may have received dozens of applicants. True to their word of finding the best possible candidate, a recruiter must sort through these to find the most appropriate
Step 4 – Reaching Out.
Next, the recruiter will reach out to the potential candidates for the role. However, this isn’t simply a case of messaging them about their previous experiences.
A recruiter’s job is to find the best possible candidate in every aspect. This includes qualifications, skills, experience, and personality. Because of this, a recruiter must get a feel for every potential candidate as best they can. For example, a candidate may meet the criteria in terms of skills, qualifications, and experience, but not have the personality to fit into the team. In this step, recruiters will get a feel for the candidate in every sense to assess their suitability for the role.
This part is crucial to finding a successful candidate and is often where a good recruiter will do their best work.
Step 5 – The Interview.
As a business, it can be tough fitting interviews into your schedule, let alone several for different people who all have their own agendas. This is where the recruiter comes in.
The client will provide a recruiter with times and dates that they’re free for interviews. The recruiter will then negotiate times and dates with the potential candidates for the interviews, before providing them to the client. This allows the client to continue with the day-to-day operations of running a business, whilst also fitting in interviews for the best candidates possible.
This step can be different from client to client, as well as among different recruiters.
Step 6 – The Negotiations.
In this stage, a job offer will be made to one of the candidates (or more, depending on the positions available). This stage can vary from client to client, but it can be expected that a recruiter will:
- Act as a middleman for communication between the client and successful candidates.
- Converse with the unsuccessful candidates, informing them that they’ve not been successful in that particular instance.
- Provide insight to both parties to ensure the process is as smooth as possible.
Step 7 – Contact and Recommendations.
Finally, a recruiter will remain in contact with the successful candidate or candidates for a period after they’ve started in their new position. This is done to help both the client and the candidate through what can be a difficult transition period.
The recruiter that brought the two parties together will act as an outside entity for both parties if there are any issues. It’s common for a recruiter to check on the candidate at the end of their first day, the end of the first month, and upon completion of their prohibition period, as well as keeping in contact with the client. This is done to ensure that any issues surrounding the candidate, or the role can be sorted in a professional manner, rather than any small issue escalating out of hand. After all, a resignation can look bad for both parties.
Important to Remember:
Most recruiters get paid on commission (it doesn’t come out of your wages, don’t worry) but rather it’s an added expense for the client. So, if a candidate doesn’t land a job, the recruiter likely doesn’t get paid. This added with the fact their reputation is at stake if they don’t supply a client with a great client can work well in a candidate’s favour. Of course, a recruiter wants to be paid, but if it puts their reputation at risk by putting you into a position that you’re not best suited to, they’re unlikely to commit to it.