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CV Checker Articles - Overview of a permanent recruiter


In an increasingly candidate-led market, competition for employers to attract and retain the best talent is one of the biggest challenges they face.  This in turn has increased visibility of the in-house recruitment team and the contributions they make to a business.

Externally, it is key that recruiters have strategies and tools in place to support timeframes for recruitment and pipelines established for either difficult to fill or volume roles.  Internally, relationships and credibility need to be established with internal clients to establish their headcount needs and engage their commitment to a timely and professional selection process and with key internal stakeholders, such as Finance and HR, to be constantly up to date with headcount forecasts and business critical roles.

Once headcount forecasts and timelines have been established, the next stage is to understand how to get to the job market and attract the best talent.  Employer branding has become increasingly high profile and leveraging industry exhibitions or sponsored events is key to a recruiter’s success.  Recruiters also have to consider how they will develop a pipeline of applications to meet their headcount objectives; a combination of a robust preferred supplier list (PSL), attractive and user friendly website and application process, coupled with on line job board partnerships and effective media partnerships are pivotal to success.  If using a combination of print and online advertising campaigns to gain interest, recruiters must ensure they can handle the numbers which are likely to be generated.  Consideration should be given to outsourcing the initial screening and contact to a reliable agency or outsource to a screening specialist.

Critical to, particularly high volume of single positions or multiple roles, is an effective applicant management tool (or RMS – Recruitment Management System) to manage candidate communications and expectations and provide an easy to use application process for the individual and user friendly screening tool for recruiters.

Having worked with internal clients to establish their candidate requirements, recruiters will typically be expected to ensure the person and job specifications are current and fair.  From these, criteria for screening and tools for the selection process can be established.

In-house recruiters are typically expected to provide a strong, vetted shortlist to the hiring manager(s) within an agreed timeline.  The selection processes to get to this stage can include psychometric or ability testing, assessment centres and still the most commonly used, interview.  Recruiters will typically conduct a competency-based interview to gather evidence to support an individual’s skills and experience.  It is usually best to capture information on notice periods, salary package and expectations and other job hunting activities to assist later, should an offer be considered.  It is surprising how few managers cover this off!!

Recruiters can add further value by coaching managers on best practise, observing and feeding back after interviews and managing hiring managers’ expectations and time throughout selection to ensure candidates remain engaged.  Ensuring consistency is a big challenge and through working with managers to define question banks, specifications and write up sheets will provide frameworks to ensure this.  Legally, interview notes should be kept for a period of 12 months following interviews.

The Recruiter role is critical to ensuring candidates remain motivated and interested, particularly when there are several stages of selection to go through; typically, the Recruiter is the candidate’s main point of contact and managing expectations and communications effectively will reduce drop out rates. 

Building strong relationships with 3rd parties such as agencies, job board and media partners is also key; remember, these organisations are critical to recruitment success and should be regarded as an extension of an in-house team.  Good agency relationships will ensure the best candidates come a Recruiter’s way, job boards will be keen to promote banners and profiles for the Recruiter’s organisation and media partners will be motivated to ensure the best deal is sought and any discounts they receive are passed on.

In summary, the Recruiter plays a key external facing role to engage candidates and third parties to attract the best talent.  Internally, recruiters partner with managers and HR professionals to deliver the timely and cost effective, quality hiring to achieve headcount and business goals.

About the author
Paula has extensive HR background with experience gained recruiting globally having worked within BP, British Airways, Blackberry etc.Paula has been working as a freelance professional CV writer for 5 years.

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18 July 2006

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