Tag Archives: recruiters

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/

What Is Headhunting?

Headhunting is really an aspect of recruiting.

You could say that all headhunters are recruiters, but not all recruiters are headhunters.

In fact, most recruiters aren’t headhunters at all.

And even most recruiters who consider themselves headhunters, aren’t truly headhunters.

A true headhunter possesses a specific skill set which allows them to effectively and aggressively tap into the passive talent market.

They are able to track and attain specific talents that would never have found out about a role or position otherwise.

HEADHUNTING VS. RECRUITING

Headhunters are really more like actual hunters, where recruiters are really more like farmers.

A normal recruiter is typically going to rely on a high volume of inbound submissions.

These passive submissions usually come from other job boards, a company web portal or something of that nature.

A recruiter is mostly working with active talent that is out in the market.

These people are applying for jobs, interviewing with multiple companies and submitting to a wide variety of companies.

Another thing a recruiter tends to deal with is having to screen hundreds and hundreds of irrelevant resumes.

Job boards are making it increasingly easier for people to apply to all kinds of positions without seeing if they’re a good fit.

On one side of the recruiting spectrum is a fully passive recruiter who is only dealing with inbound submissions.

On the other end of the spectrum you have a headhunter who doesn’t rely on inbound submissions at all.

A headhunter will almost never even talk to someone who is an inbound submission.

A HEADHUNTER’S NETWORK

Headhunters are 100% proactive in what they do, which is why it’s so important to have a well established network.

In headhunting, a well established network is defined by a large candidate pool.

A large candidate pool is no good unless you know how to interact in a way that’s going to get you the results you need.

A good headhunter knows how to continuously be expanding their network.

They will know how to massage their network in different ways to be able to constantly be drumming up new talent.

This is why headhunters tend to have more of a hunter and sales mentality than a recruiter on the other side of the spectrum.

WORKING WITH A HEADHUNTER

Headhunters are very good at learning exactly what their clients need as far as quality over quantity.

They will ask a lot of questions about what specifics are needed for a particular role, both hard skills and soft skills.

The more questions a headhunter asks, the more they’re going to be able to hone in on what their client needs.

Once the picture is clear about what the client needs, a headhunter is going to use their candidate network.

They will also use their extended network to make contact with hundreds, if not thousands of people.

RECRUITING PASSIVE TALENT

The majority of those are likely not actively on the job market looking for a job.

A headhunter is skilled at starting initial conversations with these people.

They will be able to get them interested, engaged and potentially making a move from their current company.

It requires a very specific skill set and a certain finesse to be able to get someone interested in another role when they’re happy where they’re at.

A headhunter is very good at building relationships and trust with candidates.

This allows them to guide them through the process while continually selling and closing them along the way.

Working with passive talent requires a lot more handholding and selling of an opportunity along the way.

This is an important distinction that many recruiters and hiring managers don’t understand.

Someone who is currently working needs to be treated differently than someone who isn’t working or is already actively looking.

Someone actively looking for a position already has a very high degree of motivation to make a move.

Passive candidates don’t have as high motivation and it’s a good headhunter’s job to move them to a place of high motivation.

This is where more of a selling piece comes into play and less of a farming piece.

SEEKING SPECIALIZED TALENT

Headhunters are best used when you are requiring some sort of specialized talent.

If you have a role that is specialized in any way you’re likely going to need someone to lead a proactive effort to find the right person.

It’s highly unlikely that specialized talent is going to find your job on a job board or your website.

The odds of this happening with even one person are extremely slim, let alone with a handful of people to choose a quality candidate from.

With any sort of specialized role you’re looking to fill it’s critical to have an outbound proactive strategy in order to find those people.

Those people are most likely working for your competition or in adjacent industries or verticals.

This is also where a headhunter is going to be extremely effective and useful at tapping into your competition. 

They will tap into neighboring industries and verticals and give you an advantage to poach from some of your competition and other companies.

The ability to poach highly effective and sought after talent will give you a certain competitive edge in being able to compete in the marketplace.

Often times the people who are not working and are actively looking for a position are in that place for a reason.

HEADHUNTING PASSIVE TALENT

The best talent on the market is typically the passive talent.

We know many candidates who have never applied for a job in their life and have never been on the market looking.

They’ve always been sought after or recruited and have only moved jobs when they were recruited by headhunter.

Those are the kind of people that you want to be able to get for your organization as that is the best talent in the market.

The absolute only reliable way to go after those people is to have them headhunted.

The only other second option is going to be networking within your organization or pure luck.

Networking within your organization or your own network can be a very useful tool.

That is something that should be explored, but it’s likely it will be exhausted fairly quickly.

You want to have an abundance of solid talent coming your way so that you’re able to pick the best of the best.

A headhunter is going to give you the ability to pick the best of the best.

CONCLUSION

Headhunters are recruiters, but not all recruiters are headhunters.

On a spectrum of recruiting, regular recruiters are more like farmers and headhunters are more like hunters.

Headhunters are extremely useful for proactive poaching from competition and also proactive tapping into the passive talent pool.

Make sure to assess your needs and figure out what the best strategy is for you and your company.

It’s likely a headhunter is going to be useful in many ways and the trick is finding a good one.

Check out some of our other blogs about the best way to work with recruiters.


Not sure if hiring a recruiter is right for you? Here are some things to consider: https://bit.ly/2ybIQ9L


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

How Do I Find A Job I Love?

Love Your Work - Find the Job You Love

Nobody should ever work for an extended period of time at a job where they are unhappy.

In today’s strong economy, or any economy, nobody should settle for working in a job that they don’t like.

We hear from so many people very regularly that they’re working in a job that isn’t a good fit for them.

THE REASONS FOR DISSATISFACTION ARE MANY

Sometimes it isn’t a good fit culturally, sometimes it’s the work they’re doing that isn’t a match for their skills.

Sometimes they’re being underpaid, and sometimes the company just isn’t aligned with their values, ethics or goals.

The list goes on for the reasons that people don’t like where they’re working.

Again, we hear this extremely often and we find it disconcerting the amount of people that don’t like their jobs.

WAITING FOR THE WEEKEND

Gary Vaynerchuk talks a lot about how if your whole life is about waiting for the weekend then you need to change your game.

I couldn’t agree with this more.

If you suffer throughout the week only to live for the weekend, you should seriously be looking at making some changes.

The weekends are such a small fraction of your life, that you want to look at how you have your life and your career organized.

You spend the vast majority of your life at your job working.

Whether behind a desk, at a construction site, with clients in houses or in a retail store, that time should not be spent suffering.

SUFFERING COMPLACENCY

The thing that is even more disconcerting is the amount of people who are complacently unhappy in their job’s demand.

In other words, the amount of people that have been unhappy in their jobs for significant periods of time.

It almost seems like a lot of us like to complain about being unhappy but not do anything about it.

It’s like there’s something romantic or enjoyable about suffering, or that we get out of complaining a lot and being unhappy.

MAKING THE CHANGE

I say if you are unhappy in your job, do something about it! And if you’re not going to do something about it, then don’t complain.

You only get to complain if you’re actually going to do something about it.

The good news is you probably won’t complain for too long because you’re taking action around altering your situation.

There’s nothing worse than someone who complains about something that they can change.

This is the definition of a victim!

None of us deserve to be victims in any situation, especially at our jobs.

YOUR JOB SHOULD GIVE YOU LIFE AND MAKE YOU HAPPY

I think we all have the right to work somewhere that is a true fit for our values and a true fit for our goals.

You should work somewhere that gives you life and makes you happy.

You should do something that you’re excited to wake up in the morning and contribute to.

And, you should make good money!

GETTING PAST WHAT’S IN YOUR WAY

We often find there are a lot of circumstances that get in people’s way as to why they can’t find a new job.

Perhaps you don’t have the education or the time.

Sometimes people talk about how they’ve tried and haven’t been able to get what they want, or they apply and don’t get any interviews.

It’s not always easy, but it’s worth it to put in the work to find something and be somewhere that you truly like.

If you’re having difficulty, there are a lot of resources out there to support you.

There are career centers, career coaches, life coaches, and a lot of other resources for you to branch out and grow.

Networking & marketing events, conferences, and trade shows are all great resources.

You need to get yourself exposed to different people, opportunities and types of work that could be a match for you.

WHAT ABOUT EDUCATION?

If you don’t have the education that you need, you can take night classes while you work.

The ability to take night or online classes makes getting an education extremely affordable and flexible.

So if education is the missing piece, you simply need to go out and get educated.

Something that’s very important to do is to get clear about your values and what’s most important to you.

From that vantage point you can look for what might be the best type of career that would engender and feed your passion.

THE PITFALLS OF LOVING YOUR JOB

Sometimes it can be a pitfall to have your job be something that is also a hobby or a passion.

When you take a passion or a hobby and turn into a job, you take something that you like and turn it into work.

This is something to keep in mind as you’re exploring this process.

Of course it is still possible to have a job that you like and that you’re passionate about that is distinct from your hobbies.

CONCLUSION

The bottom line here is that nobody should ever have to suffer in their job.

You shouldn’t work somewhere you don’t like, especially in today’s economy and the vibrant and eclectic world that we live in.

There is a way for everyone to make money in a way that is in line with their values and goals.

Don’t be a victim!

If you don’t like where you are, stop complaining and start doing something about it. If you’re not going to do something about it, you don’t get to complain – sorry!

Put in the work and you will live a more fulfilled life than if you spend the vast majority working somewhere that you don’t like.

Get out there, have your life be great, and have a great career! 

You owe it to yourself to have your job and your career be great!


Check out this article on how to find and do what you love: https://muse.cm/2ee8e5Y