Recruiting goes beyond simply connecting candidates with job opportunities. It involves understanding the role, learning effective recruitment strategies, comprehending the needs and goals of companies, identifying red flags, and mastering negotiation and selling techniques. In this article, we explore my journey to success as a recruiter and provide answers to frequently asked questions about the recruiting industry.

Recruiting is a multifaceted process that goes beyond simply speaking to candidates about job opportunities. Here are some key aspects of recruiting that are crucial to its success:

1. Understanding the Role: One of the most important parts of recruiting is gaining a deep understanding of the role you're hiring for. This involves knowing the required skills, experience, and qualifications necessary for the position.

2. Learning How to Recruit: Recruiting is a skill that can be learned and improved over time. It involves mastering various techniques such as sourcing candidates, screening resumes, conducting interviews, and evaluating candidates' fit for the role and company culture.

3. Understanding People: Effective recruiters have the ability to understand the people they work with, both candidates and hiring managers. This includes being attentive to their needs, motivations, and aspirations, and ensuring a good match between the candidate and the organization.

4. Identifying Red Flags: Recruiters need to be skilled at recognizing red flags during the hiring process. This could involve identifying gaps in a candidate's experience, inconsistencies in their resume, or potential cultural misalignment. Identifying red flags early on helps to avoid making poor hiring decisions.

5. Negotiating and Selling: Recruiters often play a crucial role in negotiating job offers and selling candidates on the opportunity. This requires effective communication and persuasion skills to ensure both parties reach a mutually beneficial agreement.

How I Became Involved in Recruiting

My journey into the recruiting industry stemmed from a professional background in sales and marketing. Although I had considered pursuing computer science or joining a coding boot camp, my success in my existing roles led me to explore other opportunities. Transitioning out of marketing in the wellness space, I wanted to re-enter the SaaS/tech startup world.

Serendipitously, I met a CEO through Bumble Biz while I was in San Francisco. This connection opened the door for me to become a contract recruiter for his company. Building on my initial success, I garnered referrals and developed a reputation for being effective in my recruiting efforts. Over time, I have hired over 75 people and made over $300k as a recruiter.

My clients have spoken highly of my work, often offering me full-time positions within their companies. Initially, I focused on recruiting Sales Development Representatives, Account Managers, and Enterprise Account Executives, leveraging my experience in those areas. Through a balance of quality and quantity, I honed my skills by taking numerous calls and reaching out to hundreds of potential candidates each week.

Agency vs. Internal Recruiting

There are different types of recruiters based on their employment status and the type of recruiting they do:

1. Internal Recruiters: These are company employees responsible for hiring within their organization. They work closely with hiring managers and have in-depth knowledge of the company's culture and requirements.

2. External Recruiters: These recruiters are third-party professionals who specialize in finding qualified candidates for open positions. They are not employed directly by the company they are working with. External recruiters can be freelancers, 1099 contractors, or work on a contract basis through a third party.

3. Freelance/Contract-to-Hire: Some recruiters work independently on a freelance or contract-to-hire basis. They are hired for specific recruitment projects or assignments and are compensated accordingly.

4. Full-time and Part-time Recruiters: Recruiters can also work as salaried or hourly employees for a company, focusing exclusively on recruitment

tasks. The nature of their employment determines their compensation structure.

How Do Recruiters Get Paid?

The payment structure for recruiters varies based on their employment status and the type of recruiting they do:

1. Contingency Recruiters: These external recruiters are paid on a contingency basis, meaning they receive payment only for the successful placements they make. Typically, contingency recruiters negotiate a percentage of the first-year salary of the placed candidate. They often work as independent contractors and charge around 25% above what they would have charged if the position had been filled through their company.

2. Salaried and Hourly Recruiters: Some recruiters are hired as employees by a company. These salaried or hourly recruiters work in-house and may not receive additional compensation for each placement. They are typically part of the company's HR department and may work long hours without overtime pay.

Different Types of Recruiters

Within the recruiting industry, various job titles encompass different roles and responsibilities:

1. Sourcers: Sourcers specialize in finding candidates who meet the qualifications specified in job postings. They use various techniques and tools to identify potential candidates.

2. Recruiting Coordinators: These professionals oversee teams of recruiters and ensure they meet their recruitment goals and quotas. They may also handle administrative tasks related to the recruitment process.

3. Recruiters: Recruiters are responsible for finding and attracting candidates to fill job positions within an organization. They engage in sourcing, screening, and coordinating the recruitment process.

4. Recruiting Managers: Recruiting managers have oversight over the entire hiring process within an organization. They promote open positions, conduct interviews, and make final candidate selections. They also manage recruiters and coordinate recruitment strategies.

5. Lead Recruiters and Consultants: These individuals work on various assignments and often manage teams of recruiters. They may have additional responsibilities such as client management and strategic planning.

The specific job duties associated with these titles may vary depending on the organization and industry. It's important to familiarize oneself with the differences and nuances within the recruiting industry.

Is Recruiting Remote-Friendly?

Yes, recruiting can be a remote-friendly profession. However, it's essential to clarify remote work preferences and limitations when applying for recruiting positions. If you are specifically seeking remote work, it is your responsibility to apply exclusively to remote positions. Applying for jobs that are not explicitly advertised as 100% remote can waste recruiters' time and harm your professional reputation within the industry.

What certification should I get if I want to become a recruiter?

Obtaining an HR certification is not a requirement for entering the recruiting industry. However, if you are interested in gaining specialized knowledge and enhancing your credentials, it's worth researching the different HR certifications offered by organizations like the HR Certification Institute (HRCI) at https://www.hrci.org/.

Obtaining a certification can enhance your skills and knowledge as a recruiter and demonstrate your expertise in the field. Here are some notable certifications for recruiters:

• Certified Professional in Human Resources (PHR): Offered by the Human Resources Certification Institute (HRCI), the PHR certification is designed for HR professionals with at least one year of experience. It covers topics such as employment laws, workforce planning and employment, and HR development.

• Society for Human Resource Management Certified Professional (SHRM-CP): Offered by the Society for Human Resource Management (SHRM), the SHRM-CP certification is suitable for HR professionals with at least one year of experience. It covers topics such as HR competencies, HR knowledge, and HR skills.

• Society for Human Resource Management Senior Certified Professional (SHRM-SCP): The SHRM-SCP certification is designed for experienced HR professionals with at least five years of HR-related experience. It covers advanced HR topics such as strategic planning, talent management, and HR measurement.

Certifications can validate your expertise, increase job prospects, and potentially lead to advancement opportunities or higher salaries. It's important to research and select a certification that aligns with your career goals and aspirations.

What college degree should I get if I want to become a recruiter?

While there isn't a specific degree requirement to become a recruiter, many professionals in this field hold a bachelor's degree. Here are some common degrees that can be beneficial for aspiring recruiters:

• Human Resources: A degree program in human resources focuses on the principles and practices of personnel management, employee development, labor relations, and other HR-related topics. It provides a strong foundation in HR practices and regulations.

• Business Administration: A degree in business administration covers a broad range of topics related to business operations, including finance, marketing, management, and human resources. This degree provides a well-rounded understanding of business principles that can be valuable in recruitment.

• Psychology: A degree in psychology can be advantageous for recruiters as it offers insights into understanding human behavior, motivations, and psychological factors that influence candidate selection. It can help recruiters assess and select candidates effectively.

• Industry-Specific Degrees: Depending on the field or industry recruiters plan to work in, having a degree in a specific industry or subject matter related to the positions they are recruiting for can be advantageous. For example, recruiters in the tech industry may benefit from a degree in computer science or engineering.

While a college degree can provide a solid educational foundation, recruiters can also gain skills and knowledge through on-the-job training, certifications, and relevant work experience.

What are some popular keywords you should know as a recruiter?

As a recruiter, it's important to be familiar with the following keywords and phrases:

• Applicant Tracking Software (ATS): An ATS is a software tool that helps recruiters manage and track job applicants throughout the recruitment process. It allows for resume parsing, job posting, candidate management, collaboration, and reporting and analytics.

• Hiring Manager: A hiring manager is the person who collaborates with recruiters during the recruitment process for open positions within a department. They play a crucial role in developing recruitment strategies, reviewing resumes and applications, conducting interviews, making hiring decisions, and onboarding new hires.

• Stakeholders: Stakeholders are individuals or groups within an organization who have an interest in the hiring process or the success of the candidate being recruited. They may include hiring managers, executives, team members, and other relevant parties.

• LinkedIn: LinkedIn is a popular professional networking platform widely used by recruiters to source and connect with candidates. It provides valuable tools such as LinkedIn Recruiter and LinkedIn Lite to enhance candidate search and engagement.

• Sourcing: Sourcing refers to the process of finding and attracting potential candidates for a job opening. Recruiters utilize various strategies, including online searches, job boards, social media, and networking, to source qualified candidates.

• Screening: Screening involves evaluating candidate applications, resumes, and qualifications to determine their suitability for a specific role. Recruiters review candidate profiles, conduct initial interviews, and assess their fit for the position.

• Coordinating: Coordinating encompasses managing logistics and scheduling interviews, assessments, and other recruitment activities. Recruiters ensure that all parties involved are aligned and informed throughout the process.

• Syncing: Syncing refers to the coordination and alignment of different stakeholders involved in the hiring process. Recruiters ensure effective communication and collaboration between hiring managers, candidates, and other team members.

• Recalibration: Recalibration involves reviewing and adjusting hiring criteria, requirements, or evaluation methods to improve the quality of candidate selection. Recruiters assess the effectiveness of their recruitment strategies and make necessary adjustments.

• Red Flags: Red flags are warning signs or indicators that suggest a candidate may not be a suitable fit for a role or organization. Recruiters must be skilled at identifying and evaluating these red flags to make informed decisions during the recruitment process.

- ATS (Applicant Tracking System): Software platforms like Lever and Greenhouse that help streamline and manage the recruitment process.

- Hiring Manager: The person responsible for making the final decision on hiring candidates for a specific position.

- Stakeholders: Individuals or groups within an organization who have a vested interest in the hiring process or the success of the candidate.

- LinkedIn: A professional networking platform widely used for sourcing and connecting with candidates.

- LinkedIn Recruiter: A premium subscription service provided by LinkedIn that offers advanced search and messaging capabilities for recruiters.

- Sourcing: The process of finding and attracting potential candidates for a job opening.

- Screening: Evaluating candidate applications, resumes, and qualifications to determine their fit for a specific role.

- Coordinating: Managing logistics and scheduling interviews, assessments, and other recruitment activities.

- Syncing: Ensuring alignment and coordination between different stakeholders involved in the hiring

process.

- Recalibration: The process of reviewing and adjusting hiring criteria, requirements, or evaluation methods to improve the quality of candidate selection.

- Red Flags: Indicators or warning signs that suggest a candidate may not be a suitable fit for a role or organization.

Recruiting Tools

Recruiters rely on various tools and software to streamline their work processes. Some commonly used recruiting tools include:

- ATS (Applicant Tracking System): Platforms like Lever and Greenhouse help recruiters manage and track candidate applications, resumes, and hiring processes.

- Sourcing Tools: Tools like Gem and LinkedIn Recruiter provide advanced search and sourcing capabilities to identify potential candidates.

- Email Lookup: Tools that help recruiters find email addresses and contact information for potential candidates.

- Productivity Tools: Tools like Google Docs, Notion, Microsoft Word, and Airtable assist in organizing and managing recruitment-related documents and information.

- Workflow Automation: Tools like Zapier help automate repetitive tasks and integrate different software applications.

- Meeting and Scheduling Tools: Platforms like Zoom and Calendly facilitate virtual meetings, interviews, and scheduling.

- Calendar Management: Tools like Google Calendar and Outlook assist in managing recruiters' schedules and coordinating appointments.

- Web Browsers and Extensions: Recruiters often use Google Chrome and its extensions to enhance productivity, conduct research, and streamline tasks.

- Boolean Search: A search technique that allows recruiters to combine keywords and operators to refine their search queries and find relevant candidates.

What are some of my favorite recruiting tools?

Recruiters can benefit from using a variety of tools and software to streamline and optimize their recruitment processes. Here are some popular recruiting tools:

• Applicant Tracking Systems (ATS): Lever and Greenhouse are examples of ATS platforms that help recruiters manage and track job applicants. They offer features for resume parsing, job posting, candidate management, collaboration, and reporting and analytics.

• Candidate Relationship Management (CRM) and Sourcing Tools: Tools like Gem and LinkedIn Recruiter aid in managing and tracking candidate interactions, scheduling interviews, providing feedback, and following up on applications. They assist recruiters in building and nurturing relationships with potential candidates.

• Job Posting and Aggregation Tools: These tools enable recruiters to post job openings on multiple job boards and recruitment websites, expanding their reach and attracting a wider pool of candidates. They may also provide search capabilities to find candidates through resume databases and other sources.

• Social Media Recruitment Tools: Tools designed for social media recruitment, such as LinkedIn and Twitter, help recruiters find and engage with potential candidates. They offer features to search for and connect with professionals in specific industries or with desired skills.

• Video Interviewing Tools: Video interviewing tools, especially relevant in remote work scenarios, facilitate conducting interviews with candidates through video conferencing. Platforms like Zoom provide a seamless remote interviewing experience.

• Background Check and Verification Tools: These tools assist recruiters in verifying the credentials and background information of job candidates. They help ensure the accuracy of employment history, education, and other relevant details.

• Documentation and Collaboration Tools: Platforms like Google Docs, Notion, and other productivity tools help recruiters document processes, collaborate with hiring managers, and share information seamlessly.

By utilizing these tools, recruiters can enhance their efficiency, improve candidate sourcing and engagement, and ultimately make more informed hiring decisions.

In summary, the recruiting industry involves much more than simply talking to candidates about job opportunities. It requires a deep understanding of the roles being hired for, the ability to connect with people, and skills in identifying red flags and negotiating job offers. Recruiters can work internally for companies or externally as third-party professionals. Payment structures vary based on their employment status, such as contingency-based payment for external recruiters and salaried or hourly arrangements for internal recruiters. Different job titles within the industry come with specific responsibilities, and recruiters often rely on various tools and software to streamline their work processes. Ultimately, the recruiting industry offers remote-friendly opportunities, and while an HR certification is not mandatory, it can enhance your knowledge and credentials if desired.