Tag Archives: agency recruiting

The Differences Between Corporate Recruiters and Agency Recruiters

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There is sometimes confusion when talking about recruiters, whether it be somebody who works in a corporate situation or somebody who’s working with an agency. In this case, in the title we’ve used staffing agency, but for the purposes of what we’ll be discussing in this blog, it could also be a full service recruiting agency that isn’t focused on staffing, but is focused on permanent placement or direct hire. One of the key differences is while both of these types of people, a corporate recruiter and an agency recruiter, are recruiters at heart, they’re actually very different in many ways and tend to be very different and distinct types of human beings.

CORPORATE RECRUITERS

At the end of the day, a corporate recruiter or an agency recruiter are focused on the same thing. They’re focused on hiring talent for an organization. One key difference though is that a corporate recruiter sits in house with a particular company and is focused on filling positions only for that company. Corporate recruiters tend to come from a human resources or business background and also will likely have other responsibilities from a human resources perspective. Sometimes it can include things like benefits management, on-boarding, employer branding, and anything else that might support human resources, recruiting and the on-boarding of new employees. They will also only be focused on filling roles for the company that they work for.

SPECIFIC DEPARTMENTS

So a corporate recruiter who works at Apple is going to be focused only on filling roles that Apple has on their roster. And for a large company like Apple, they likely will have corporate recruiters designated for different departments. So you’ll have a corporate recruiter who works specifically on technology roles like engineers and developers and programmers, and you might have another corporate recruiter who’s focused on marketing roles and another corporate recruiter who’s focused on sales roles and another corporate recruiter who’s focused on roles for retail and the retail stores and so on and so forth.

Corporate recruiters tend to be very specialized in the types of roles they work and are obviously specialized with the company that they’re recruiting for as they are in house with that company.

AGENCY RECRUITERS

An agency recruiter is quite the opposite. An agency recruiter typically does not come from a human resources background. Most commonly agency recruiters come from some sort of sales background and they always have some sort of sales component involved with their day to day. An agency recruiter is not going to be dedicated to any single company like the corporate recruiter working at Apple. An agency recruiter is going to be working on a variety of different clients and a variety of different positions. Although agency recruiters do tend to specialize in certain types of roles, the breadth, the scope and scale of the types of positions that they’re going to work on is going to be much larger than a corporate recruiter.

A WIDER SCOPE

An agency recruiter will likely work across multiple geographies, multiple industries, and work with varying companies and therefore will have exposure to a lot of different types of professionals, a lot of different types of technologies and industries and a lot of different types of organizational structures. So in one sense being an agency recruiter can be a bit more challenging because you need to be able to learn how different companies are structured, how different companies work, the cultures of different companies, the personalities of different companies and all the other details that go into recruiting the correct kind of talent for a role. This is much easier for a corporate recruiter, as they have one company to learn and learning that one company well will make their life a lot easier.

COMPENSATION DIFFERENCES

Corporate recruiters and agency recruiters are also compensated very differently. A corporate recruiter is typically a salaried employee. Every now and then you do see these roles with small bonuses or commission plans, but typically they are a very small part of the compensation package. A corporate recruiter is mostly a salaried employee. An agency recruiter is the opposite as typically heavily commission paid with a small salary. So again, structured more like a sales position.

It is typically much more challenging to be successful as an agency recruiter than it is as a corporate recruiter. Most agency recruiters won’t be able to truly cut the mustard for the long term. It takes a special breed of human being to be able to handle both the sales side of being a recruiter along with the long cycles and the constant and ever changing environment of working with multiple clients.

SUPPLEMENTAL MARKETING

A good analogy of the difference between a corporate recruiter and an agency recruiter is what you see in the marketing world. Any brand, again like Apple, has in house marketing people. They have people that are Apple employees who work in their marketing department and work on the Apple brand. But Apple also uses ad agencies to supplement their marketing and those people at those ad agencies have Apple as one of their clients. They are likely working with other brands and other clients that their agency is contracted with on a variety of different projects.

CONCLUSION

So a corporate recruiter and an agency recruiter obviously are going to have very different personalities. Someone who is very sales oriented and likes change will never do well in a corporate recruiting environment, as they’re going to get bored very easy. On the other hand, someone who likes stability and consistency is likely not going to do well in an agency recruiting role. There’s just going to be too much change and uncertainty for them, as they’re someone who’s interested in stability. Corporate agency recruiters tend to also be more driven by money, hence the high earning potential in an agency recruiting job.

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The Five Best Practices for Recruiting

We’re going to cover here the top five things that we say are critical for a recruiters or headhunters to be highly successful in acquiring and retaining the top talent in the market. The skills that we’re going to talk about will apply to anyone who’s recruiting or headhunting for any type of position. In other words, these things are universal. They will apply to everybody in all cases. If you’re able to apply all five of these points, you’re going to give yourself a major edge when it comes to being an effective recruiter. If you’re able to implement only one of them, you may give yourself a slight edge, but when they’re all combined together there is an extremely potent strategy that comes into play.

Number five is organization.

It’s critical as a recruiter that you are organized to be productive and successful. In other words, you need to have a quality candidate tracking system, systems for tracking interviews, data, clients, communication, etc. You need to look at all the different aspects of the recruiting process and be sure that you have an organizational system in place to track and keep place of these things. One of the most important things to be organized around, which is a thing that many recruiters get wrong, is to be organized around your results. You want to track all of your activity and outcomes, so that you have a clear scoreboard and a clear picture of your performance. Only when you have a clear picture of the facts of your performance are you able to make tweaks in order to increase your performance.

Number four is tenacity.

A good recruiter is someone who’s not easily frustrated, and is someone who never gives up and does what they have to do to get the job done. Again this is applicable for any recruiter, whether it’s somebody on the client side or somebody at an agency. If you’re easily frustrated or easily thwarted or think things are hard, this is going to be very detrimental for a recruiter. A successful recruiter has tenacity in the sense that they never give up, they’re not easily frustrated, and they are constantly looking and thinking in creative ways to produce an outcome. You’ve gotta be a creative thinker who can think outside the box and is able to come up with creative ways to solve problems. All while having fun! If you’re not having fun and you’re easily frustrated or thwarted, recruiting may not be the right field for you.

Number three is integrity.

It’s critical that you build a foundation of integrity both for your clients and your candidates whether you’re on the client side or the agency side of your employer’s brand. There is way too much of what’s known as the resume black hole in the market. The resume black hole is the black hole that resumes go into when people apply for positions and then never hear anything back. Part of your organizational structure should include that all candidates who apply get feedback, and get feedback at every step throughout the process. Nobody should ever be left hanging. This also includes how you communicate with your clients if you’re on the agency side. You need to have structures in place to be sure that you’re communicating with your clients and keeping them up to date on what’s happening with their searches. Even if you aren’t producing the result you want to produce, that is the update that needs to be getting to your clients. In order to be a successful recruiter, you need to build a track record of reliability. If you’re known as someone who is reliable and who can be counted on, this is going to go a long way in you being successful as a recruiter.

Number two is to be a good asker of questions.

In other words, you have to be somebody who knows how to ask the right questions and who knows what questions to ask and when, and isn’t afraid to ask a lot of questions. A good recruiter will ask a lot of questions up front about the open position. A good recruiter knows that the more they know and understand the position, the higher the likelihood is that they will find someone who is a match for it quickly. Many people are afraid to ask questions because they think that they’re supposed to know everything and they’re afraid that people will think that they’re unqualified or don’t know something because they’re asking questions. The opposite is true! You need to be able to ask questions and ask a lot of questions, so that you have a clear understanding of what’s going on. When you’re able to ask the right questions, this will give you a huge edge when it comes to being effective. So learn to love to ask questions, learn the right questions to ask, and make sure you ask them no matter what.

The number one trait is the ability to listen effectively.

A good recruiter is able to listen effectively in all situations. Whether that is when you’re intaking a new position, interviewing candidates or getting candidate feedback. These are all the things that you need to be able to be a good listener. Listening is a huge trait as it takes actually being able to be present with the people that you’re speaking with and asking questions to. A solid recruiter is able to ask the right questions but then also listens in the right way. So you want to practice in all your conversations with people listening intently to what people are actually saying. The problem is we tend to listen to things, not what people are saying, but to the little voice in our head. This tends to be our big downfall! You’ve gotta really train yourself to listen to what other people are saying and fully understanding their answers to your questions. The better you’re able to listen and the more keenly you’re able to listen, the more you will be able to get the correct information from clients, candidates, etc., and to be able to make the right matches.

In Conclusion:

These are the five traits that we say make a rockstar recruiter! You can also call these Five Best Practices. Individually each one is powerful, but when put together you get a potent combination that will make you a rockstar recruiter. Most recruiters out there are lacking in more than one of these and that is why most recruiters end up being mediocre. Recruiting truly is an art, and if you’re able to combine these skills and develop yourself in these areas, you’ll end up being a rockstar who will be an undeniable asset to any organization when it comes to hiring.

Want to find out more about becoming the best recruiter? Go here! https://bit.ly/2KAx3Xc

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What Is A Corporate Recruiter?

A corporate recruiter is best defined in relationship to an executive recruiter or even a staffing recruiter.

Corporate recruiters exist in house at a corporation regardless of the size of the corporation.

A corporate recruiter could also be called an in-house recruiter and typically exists on an HR team.

Sometimes they’re also on a more distinct department of an HR team known as talent acquisition.

A corporate recruiter’s job is similar to an executive recruiter or a staffing recruiter and is to recruit candidates.

THE DIFFERENCE WITH CORPORATE RECRUITERS

Corporate recruiters are likely focusing on specific roles that tend to have a wide variety of roles and experience.

These roles could be in logistics, marketing, sales, entry-level, senior level or executive level roles and so on.

Often times senior-level roles are reserved for more senior recruiters.

These types of roles, which typically start at the director level or above, require a different type of experience and expertise.

A corporate recruiter often is also focused on hiring for one company only.

An executive or staffing recruiter is going to be working with a variety of clients and locations, often nationwide and sometimes globally.

One thing that’s important to keep in mind with corporate recruiters is that they are always going to be solely focused on recruiting.

All they’re going to be doing is recruiting and managing the full recruiting lifecycle.

*For more information about what the full recruiting lifecycle is, or what a full cycle recruiter is, please refer to an earlier blog HERE.

OTHER RECRUITERS

An executive or agency recruiter is going to be focused on recruiting for multiple companies and levels and probably not solely recruiting.

Agency recruiters are almost always doing some level of sales and/or client services.

Since agency recruiters are also vendors, they will also be constantly managing client relationships, up selling, opening and growing accounts.

This is a unique sales function that is particular to agency recruiters that a corporate recruiter is never going to deal with.

Agency recruiters are typically going to be held to a higher standard as they need to pay more attention to quality versus quantity.

Internal corporate recruiters don’t have to prove themselves as much as an outside recruiter.

Typically corporate recruiters get paid a lot more money than agency recruiters since they’re on salary with some bonuses and commissions.

A corporate recruiter is part of HR, while an agency, executive or staffing recruiter is more of a sales person who is also a recruiter.

ADVANTAGES OF CORPORATE RECRUITERS

One thing to know is that corporate recruiters tend to have an advantage and a better grasp on culture within a company.

Since they’re in house with the company, they have day-to-day interactions with the culture and other employees of the company.

They’re often involved in other conversations with HR about staff augmentation, company structure and strategy.

They will have an insight into things that the agency recruiters are just never going to be privy to.

This can be an advantage as hiring for culture is becoming more and more important across organizations.

Being able to find people that are the right cultural fit for the long term is critical for anyone dealing with talent acquisition.

WHERE OTHERS RECRUITERS FALL SHORT

This is where most executive recruiters or agency recruiters drop the ball.

They don’t do the legwork to find out about their clients culture and their clients needs.

And they don’t stay in touch and communicate with their clients in ways that keep them connected.

They in turn tend to find people that may or may not be the best cultural fit.

Often times this is why there is such an industry wide fall off ratio for agency recruiters.

If you are going to hire a recruiter you want the advantage of being connected with your company culture.

If you’re an agency recruiter it’s critical that you take the extra steps necessary to be able to do that.

Corporate recruiters are often times going to be very invested in their company given that they work there.

So this can sometimes lead to another competitive advantage in terms of finding the right talent.

RETAINED VS. CONTINGENCY RECRUITERS

This is why most of the time retained recruiting agencies are wildly more effective than contingency.

Often companies don’t want to pay engagement fees, but don’t realize the fees are guaranteeing much better results.

For example, here at Aldebaran, we have a 95% close rate on our VIP retained searches while our contingency searches rate is closer to 60%.

This is a very large discrepancy, but that’s because retained searches get prioritized and have permanent VIP status.

A contingency search isn’t going to have permanent VIP status.

When contingency searches don’t produce results in 3-4 weeks they lose priority as other needs come in through the business.

It becomes less and less profitable for a recruiting firm to spend too much time on contingency searches.

If you find a good recruiter and pay the engagement fees, you’ll get sometimes up to 50% increase in effectiveness!

CORPORATE OVERLOAD

A corporate recruiter is likely going to be able to spend unlimited resources on any given position until it’s filled.

This is an advantage, but the potential problem is that roles tend to stack up.

At many organizations, corporate recruiters are overloaded and unable to focus on the needs of the organization. 

Agency recruiters tend to be more experienced and better head hunters than corporate recruiters.

This is simply because of their exposure to different markets, clients, and different types of opportunities.

Agency recruiters tend to have a better understanding of business and how different companies work together.

A good agency recruiter is going to be able to be an asset to you and your talent acquisition team.

If you find and hire a good external recruiter, make sure that you’re leaning on and leveraging them for advice.

They are exposed to a lot and can give you a lot of insight into different aspects and strategies in the market.

So these are some of the differences between corporate recruiters and agency recruiters.

There are many more, but this is an initial look at the differences in the types of recruiters out there. 


Here are more things to consider when thinking of hiring a recruiter: https://bit.ly/2C5Ot9C


Have questions or want to find out about working with us? Let’s chat! https://aldebaranrecruiting.com/looking-for-talent/