In the fast-moving world of corporate business, oftentimes, a company needs to step up and hire a large number of employees with different specializations in a short amount of time. Although human resources departments are mainly responsible for most corporate recruitments, sometimes, the recruitment task is too large or too rushed for the in-house human resources departments to fulfill on their own. In such cases, it has become common practice to hire a contract recruiter to help out. A contract recruiter is an individual who is hired as a consultant to the firm to augment the human resources manpower. He will contract positions for hiring companies who are usually trying to fill more than one position at a given time. A contract recruiter or a contract placement company typically takes charge of the process, which usually includes applicant scheduling and resume-screening. A contract recruiter’s main responsibility is to assist the hiring company in sourcing, screening, and communicating directly with the applicants.
If you are interested in starting a recruiter career, here are some guidelines on how to get you started:
- Starting off. If you want to become a contract recruiter, it helps to start off on the right foot: get yourself in recruiter positions in reputable companies. The experience that you will gain from fulfilling recruitment tasks for a company will be immensely valuable to you once you have decided to strike out on your own. Since most of your future clients will be corporate entities, it is a must to immerse yourself in the world of a corporate recruiter. Knowing the recruitment process from the inside and having experienced the corporate recruitment process from the point of view of these companies will give you the skills and knowledge that are necessary to become a contract recruiter.
- Build your knowledge base. Once you have found a position as a recruiter in a corporation, do not rest on your laurels. Finding the position is merely the first step. The next is to get as much out of the position as you possibly can. Most recruiters today must have the ability to identify the direct and concrete relationships between specific work processes and the appropriate skill sets that the candidate must possess in order to fulfill specific positions. Contract recruiters must also understand, and more importantly, must be able to articulate the implications of unfilled positions on the company’s productivity, profitability, customer service, and even product identity, product acceptance, and brand recognition and recall. This implies that a recruiter must possess a real and complete understanding of the processes involved in manpower planning and implementation. Thus, a solid experience in corporate recruitment is a must.
- Retain your contacts. A large number of contract recruiters and other consultants rely mostly on word-of-mouth or referrals to get most of their business clients. Do not underestimate the power of your contacts. Never burn your bridges, especially with former employees, because they can become a rich source of clients in the future.
- Get your feet wet. This is where you will realize the importance of keeping in touch. Once you have decided to become a contract recruiter, the best way to begin is to jump right in. Find yourself a client and put your knowledge and experience to good use.
As with most job opportunities, getting the basics right will translate to an easier transition in the future. Absorb as much knowledge and experience as you can about corporate recruitment, and transitioning to a contract recruiter position will be a breeze.