6 types of recruiters you should know

*This post is part one of a three part series: 6 types of recruiters you should know. 

6 types of recruiters you should know - neteffects

Building a professional relationship with a recruiter is one of the smartest career decisions you can make.

Looking to land a role that you’ll love? Working with a recruiting professional can help make it happen. However, most job hunters don’t know that there are some very distinct differences between the types of recruiters that can impact your outcome.

We’ve compiled a list of the 6 types of recruiters you should know as you conduct a search, along with some common pitfalls you should avoid.

6 Types of Recruiters You Should Know

Corporate | In-House | Internal Recruiter

 The corporate/in-house/internal recruiter is a recruiter who is a regular, salaried employee of the company and part of the talent development division. Many large companies employ these types of recruiters in order to optimize the hiring funnel, taking some of the burden off of HR and the individual departments who have roles to be filled. Their primary function is to find the best talent available and recruit them for open or anticipated opportunities.

Advantages of a Corporate | In-House | Internal Recruiter:
  • There is no fee to work with this type of recruiter
  • They are the actual face of talent relations for the company. You’re more apt to know about job listings before they hit any public-facing websites, especially if they’ve already screened you and know where you’d be a great fit
  • Get a direct path to hiring managers. Applicant tracking systems can be a black hole. Having a contact on the inside can help your resume reach the hiring manager’s desk faster
Common Pitfalls:
  • Lack of preparation. Tailor that resume and cover letter, clean up those social media profiles and put together evidence of your work (such as an online portfolio.) You may be the best talent for the job and the nicest person, but it’s THEIR job to present ONLY the best possible candidates
  • Not following directions. Companies have internal measures, systems and processes to help keep the hiring process efficient and orderly. Bucking this system can get you booted out of the running
  • Over persistence. Constant emails, phone-calls and other forms of outreach can be overwhelming. Being enthusiastic and a go-getter is often a good trait that recruiters want to see; being a downright nuisance is not. Find a good balance.
  • Respect the “no.”. While it never hurts to ask if there is anything you can do be considered for another opening such as developing a certain skill, if you’re turned down and offered little feedback, respect the no. It could very well be that you wouldn’t be a good cultural fit for the team or the company and you deserve to be in a place where you’ll flourish

Retained Search | Executive Search Recruiter

The retained search/executive search recruiter is retained by their client (a company) to perform a dedicated talent search for hard-to-fill/specialized roles within a company usually at a higher level (CEO’s, VP’s, etc). Often, these searches are confidential, meaning they can’t tell you who their client is until you’ve been vetted as a strong potential candidate. They collect a portion of their retainer fee from their client upfront and the rest after a successful hire has been made.

Advantages of a Retained Search | Executive Search Recruiter:
  • There is no fee to you to work with this type of recruiter. If you’re ever asked to pay a fee, AVOID engaging with them. Reputable executive recruiters would not ask you to pay any portion of their client’s fee
  • Their knowledge and network runs deep. These recruiters typically have years of experience in the recruiting industry and often in the field they recruit talent for. Their professional network runs deep and if you’re not a fit for an opportunity they are currently working on, chances are they can point you in the right direction. In some cases, positions will be made for truly exceptional and in-demand talent
  • VIP status. Being viewed as the cream of the crop will likely mean you can circumnavigate applying for the role online or via a paper application and that your correspondence is promptly answered. In many circumstances, executive recruiters are able to negotiate more on your behalf to “get the deal done” if it’s been determined you’re the perfect fit. Bonuses, additional vacation time, company car, stock options? Yes, please
Common Pitfalls:
  • Radio silence. If an executive recruiter reaches out to you regarding a position, it is almost always worth your while to hear what they have to offer you. If it’s not something of interest, you’ve at the very least started a relationship with a professional who may be able to help you at another time
  • Presentation is everything. At this level of your career, it should go without saying that you should have a proper up-to-date resume and LinkedIn profile. Bonus points if you have your own website that speaks to you and what you’ve accomplished during your career
  • You don’t speak up. Their job is to get the deal done for the candidate their client wants. If you reach the negotiations table and don’t share with them what it will take to secure you for their client, you’re wasting everyone’s time

Like what you’ve read? Take a look at part two where we cover contingency and staffing recruiters.