A recruiter is a specialist who works for a business or a recruiting agency and is in charge of locating potential employees to fill unfilled positions. Recruiters can be found in a wide range of sectors, including IT, healthcare, and finance. Typically, they promote vacant positions, review resumes, conduct interviews, and make recommendations for potential applicants to the hiring manager.
On the other hand, a headhunter is a specialist who is employed by a business to discover top talent for executive or senior-level positions (also known as an executive recruiter). Headhunters frequently work on a contingency basis, which means they are only compensated if they are successful in filling the position. In contrast to recruiters, headhunters aggressively look for possible employees who may not be actively seeking new employment.
A bachelor’s degree in human resources, business, or a similar discipline is often needed to become a recruiter. However, some employers might consider applicants without a degree who have appropriate job experience. Additionally, good interpersonal and communication skills, as well as the capacity to multitask and operate in a hectic setting, are essential for recruiters.
A recruiter should not make a certain number of calls each day because this depends on the sector and the position being filled. A good rule of thumb is to phone at least 50–100 possible candidates each day, though. How many hires should a recruiter make in a given month?
Once again, the industry and the job vacancy might affect how many placements a recruiter produces in a given month. But a competent recruiter should try to complete at least two or three placements each month.
Recruiters should concentrate on cultivating relationships with potential clients in order to secure a recruitment contract. This can be achieved through delivering reasonable price, giving good customer service, and showcasing knowledge and competence in the business. Winning recruitment contracts can also be accomplished through networking and recommendations.
In conclusion, even though headhunters and recruiters may appear to be similar, their duties and responsibilities differ. While headhunters concentrate on finding top talent for executive or senior-level positions, recruiters are in charge of locating qualified individuals to fill job openings. A bachelor’s degree in business or human resources is often needed, coupled with strong interpersonal and communication abilities, to become a recruiter. Building relationships with potential clients is essential to obtaining recruitment contracts, regardless of how many calls or placements a recruiter makes each day or each month.
The cost of an external recruiter can vary depending on a number of variables, including the recruiter’s level of expertise, the job’s industry and location, and the complexity of the position. External recruiters typically charge a fee that is based on a portion of the candidate’s first-year compensation, which can be anywhere between 15% and 30%. For their services, some recruiters, however, may demand a fixed fee or an hourly rate. Before using a recruiter, it is crucial to understand their rates and payment terms.