WHAT DOES A CORPORATE RECRUITER DO?

Published: August 28, 2024 – The Corporate Recruiter is responsible for partnering with hiring managers to design and implement effective recruitment strategies, ensuring scalable processes that attract and secure top talent. This role involves managing the candidate experience throughout the hiring process, maintaining high-quality standards, and contributing to the organization’s growth. The recruiter also actively engages in networking, relationship building, and employer branding initiatives to enhance the company’s presence in the talent market.

A Review of Professional Skills and Functions for Corporate Recruiter

1. Corporate Recruiter Details

  • Full Cycle Recruitment: Responsible for the full cycle recruitment across all levels of employment.
  • Job Description Creation: Create compelling job descriptions and recruitment criteria.
  • Job Posting and Marketing: Responsible for posting and marketing all positions across various platforms.
  • Offer Process Management: In conjunction with the HR department, responsible for all aspects of the offer process (salary, incentives, hire date, etc.).
  • Compliance Management: Ensures compliance with applicable employment laws and regulations and company policies.
  • Event Participation: Participates in recruitment events such as college job fairs and recruiting sessions.
  • Talent Pool Development: Build an active talent pool of candidates across a variety of industries.
  • Candidate Engagement: Keep the candidate bench warm for future opportunities.
  • Strategy Development: Work closely with hiring managers to develop specific strategies to target and recruit needs-based talent.
  • Pipeline Management: Manage a pipeline of both exempt and non-exempt positions ranging from management to front-line operations.
  • Recruitment Cycle Management: Manage the recruiting cycle from start to finish, including working with placement agencies to address staffing needs.
  • Collaboration: Collaborate with colleagues to identify best practices and streamline workflows.

2. Corporate Recruiter Responsibilities

  • Collaboration: Work in collaboration with managers and HR business partners and play an advisory role throughout the recruitment process.
  • Candidate Attraction: Identify, recommend, and implement various candidate attraction strategies using social media and various recruitment platforms to target and recruit the best talent.
  • Interview Support: Collaborate and provide advice and support to managers regarding behavioral interviews aligned with values and with an employment value proposition.
  • Talent Acquisition: Assess and implement new trends and best practices in talent acquisition to participate in the improvement of recruitment and selection processes and tools.
  • External Partnerships: Establish, maintain, and partner with external sources including educational institutions, associations, and other relevant organizations to promote a brand and vibrant culture.
  • Employer Branding: Participate and help with employer brand initiatives.
  • Reporting: Provide various reports (candidates, open positions, etc.) to internal clients.
  • Project Participation: Participate or be responsible for projects within the HR team.
  • Market Analysis: Produce various reports, comparative analysis, and market analysis.
  • Documentation: Produce general information documents related to the company's Talent and Employee Experience.
  • End-to-End Recruitment: Partner with the Human Resources Business Partners on the end-to-end recruitment process to meet the needs of the business.

3. Corporate Recruiter Job Summary

  • Job Posting Management: Prepare and maintain job boards and advertisements for appropriate publications and media outlets.
  • Talent Pipeline Strategy: Strategize different ways to build talent pipelines and execute referral generation, events, and sourcing campaigns.
  • Event Promotion: Attend recruiting events to promote Baxter Auto and ensure Baxter Brand is promoted at public events, schools, career/job fairs, etc.
  • Candidate Sourcing: Source and recruit candidates for various open positions.
  • Candidate Outreach: Contact potential candidates for interviews and phone screens.
  • Full Cycle Recruitment: Conduct full life cycle recruitment activities.
  • Process Improvement: Proactively recommend and drive process improvements.
  • College and Diversity Recruiting: Support college and diversity recruiting efforts throughout the organization.
  • Candidate Engagement: Develop a deep understanding of BT making sure candidates are excited about joining BT at a time of massive transformation and growth.
  • Candidate Experience: Provide a great experience for candidates and stakeholders alike.
  • Strategic Recruitment Projects: Work on strategic recruitment projects related to goals as an organization, such as improving diversity, employer brand, or assessment methodology.

4. Corporate Recruiter Accountabilities

  • Full-Cycle Recruitment: Responsible for the full-cycle recruitment process of non-exempt/call center and administrative roles within the organization.
  • Workload Management: Manage personal workload and provide weekly updates regarding the status of various positions for the requisition report.
  • Position Review: Review, interpret, and understand open positions across the organization by working closely with department directors/managers and HR within the facilities.
  • Candidate Outreach: Contact candidates to conduct phone interviews and sell opportunities, system department, future, career, and other benefits of working with Brinks Home Security.
  • Interview and Background Check Coordination: Arrange interviews and process background checks for candidates in various stages of the recruitment process.
  • Consistent Communication: Communicate consistently with directors/managers, HR, and candidates throughout the recruitment process.
  • Offer Management: Extend offers of employment and schedule post-screenings.
  • Candidate Experience: Make sure all candidates get the best candidate experience.
  • Recruitment System Management: Manage all recruitment activities in Recruitee and help stakeholders with their vacancies.
  • Hiring Manager Training: Train the Hiring Managers to bring the quality of hires to a higher point to make the job easier.
  • Employer Branding: Work on Employer Brand in cooperation with the Marketing department.
  • Talent Retention Initiatives: Work on initiatives to retain talent.

5. Corporate Recruiter Functions

  • Full-Cycle Recruiting: Perform full life cycle recruiting activities for all open corporate and warehouse positions.
  • Quality Hiring: Fill all open job requisitions with high-quality hires that fit the company culture and have the technical skills to succeed.
  • Candidate Screening: Use behavior-based questions to effectively screen candidates.
  • Sourcing Techniques: Use effective sourcing techniques to find strong candidates.
  • Applicant Feedback: Provide timely and candid feedback to all job applicants.
  • Networking: Attend networking events including but not limited to Meetups, career fairs, and local college and university events.
  • Workforce Planning: Partner with business leaders on workforce planning.
  • Job Description Management: Maintain job description database.
  • Talent Acquisition Strategy: Work with the People and Culture Director on how we can develop and enhance the organization’s talent acquisition strategy.
  • LinkedIn Management: Manage the organization’s LinkedIn page.
  • Recruiting Metrics: Maintain all key recruiting metrics.

6. Corporate Recruiter Job Description

  • Technical Recruitment Leadership: Lead technical recruitment strategy, college recruitment, and related programs as well as execute all phases of the hiring process.
  • Recruiting Strategy Development: Develop and implement recruiting strategies to proactively source active and passive candidates from a wide variety of resources (database, internet, job boards, referrals, social media, universities, networking, campus presentations, etc.).
  • Business and Talent Market Knowledge: Exhibit a strong knowledge of business needs and the talent market.
  • Consultative Collaboration: Collaborate consultative-ly with hiring managers to maximize the effectiveness of the recruiting process and candidate experience.
  • Interview and Hiring Advising: Advice on interviewing techniques, recruiting-related approaches, hiring decisions, and compensation decisions.
  • Manager Training: Train managers on effective interviewing, best practices, and candidate selection techniques.
  • Talent Pipeline Development: Build and nurture a qualified pipeline of professional services and software development talent for current and future business needs including building campus recruitment/intern programs and Canada hiring.
  • Full Cycle Recruitment: Conduct screenings and interviews and manage the full life cycle recruitment and compensation negotiation process.
  • Immigration Process Management: Enhance and handle immigration work authorizations.
  • HR Collaboration: Collaborate with HR colleagues across other Tyler divisions on branding, best practices, and process improvement, especially in recruitment, and applicant-related systems, internal tools/systems, onboarding, a great place to work initiatives, diversity reach, growth strategies, etc.
  • Candidate and Hiring Manager Communication: Ensure strong relationships and timely communications with candidates and hiring managers.

7. Corporate Recruiter Overview

  • Digital Recruiting: Leveraging digital recruiting resources.
  • Internal Recommendations: Constructing internal recommendations.
  • Job Posting: Typing and posting job opportunity advertisements.
  • Administrative Supervision: Supervising various administrative duties.
  • Candidate Sourcing and Screening: Sourcing and screening candidates through various sources and platforms.
  • Interview Management: Take responsibility for running interviews.
  • Onboarding Support: Supporting new-hire onboarding paperwork/orientations.
  • End-to-End Recruitment: Manage the end-to-end recruitment process for vacancies.
  • Stakeholder Guidance: Provide advice and guidance to stakeholders at all stages of the process and deliver improvements.
  • Hiring Strategy Collaboration: Collaborating with hiring managers to understand job requirements to evaluate and identify priority hiring strategies/needs.

8. Corporate Recruiter Tasks

  • Full-Cycle Recruiting Management: Drive and manage the full life cycle recruiting process across multiple internal hiring teams.
  • Requirement Definition: Work closely with hiring managers to define and qualify requirements, create job descriptions, and implement proactive recruiting strategies.
  • Passive Candidate Sourcing: Source passive candidates through networking, cold calling, and industry research.
  • Candidate Pre-Screening: Take responsibility for pre-screening candidates.
  • Interview Facilitation: Facilitate the interview and selection process.
  • Post-Interview Debrief Leadership: Lead post-interview debriefs with clients and the interview team and guide the team to a clear point of view on all candidates.
  • Industry Relationship Building: Identify and cultivate relationships with professionals in gaming, entertainment, media, sports, and other related industries to build talent pipelines.
  • Recruiting Tools Utilization: Utilize all available recruiting tools such as LinkedIn Recruiter, ATS, CRM, and other tools to maximize high-quality candidate flow.
  • Sourcing and Assessment: Partner closely with hiring teams to execute effective sourcing, assessment, and closing of highly qualified candidates.
  • Diverse Req Load Management: Manage a diverse req load encompassing a variety of business teams and position levels.
  • Mentorship: Positively influence and mentor junior team members.
  • Cross-Functional Partnership: Partner effectively with recruiting team peers and cross-functional partners (compensation, HR, operations teams, etc.).

9. Corporate Recruiter Roles

  • Sourcing and Recruitment: Responsible for sourcing, recruiting, and hiring Accor professionals across a wide range of roles that support NCA HUB.
  • Relationship Development: Develop excellent relationships with hiring managers, candidates, and cross-functional partners to create a best-in-class hiring experience for candidates and internal customers.
  • Recruitment Strategy Creation: Create comprehensive recruitment strategies and leverage internal resources to hire the best talent in the market.
  • Full-Cycle Recruitment Management: Manage the full life cycle recruitment process from sourcing the candidate to offer.
  • Networking and Pipeline Building: Proactively network, cold-call, and “deep dive” into passive candidate networks throughout various markets and build external candidate pipelines.
  • Local Partnership Coordination: Serve as the HUB point of contact for local Toronto partnerships and hiring events.
  • Onboarding Assistance: Assist with onboarding activities alongside the Talent and Culture team.
  • Proactive Communication: Provide proactive communication to both candidates and partners.
  • Coordination and Detail Management: Coordinate all the moving parts with unmatched attention to detail and the ability to handle multiple requisitions without sacrificing quality.
  • Execution for Results: Execute for results by identifying top talent and collaborating with partners to source, screen, respond to challenges, and eliminate potential barriers.

10. Corporate Recruiter Essential Functions

  • Business Partnering: Liaise with hiring managers and act as a business partner.
  • Candidate Experience: Ensure candidates have a great experience while in the process.
  • Talent Attraction Strategy: Work closely with the business to understand the needs and discuss the best strategies to attract talent.
  • Process Ownership: Take ownership of all processes, maintain high quality, and keep an active pipeline for hiring managers.
  • Project Participation: Play an active role at a team level on projects and initiatives to enhance the candidate experience, contributing to the successful hiring of new colleagues and organizational growth.
  • Values Education: Understand and embrace unique values, and educate all Hiring Managers on how talent acquisition works.
  • Recruitment Process Design: Design and implement scalable recruitment processes, leading all recruitment activities such as sourcing, interviewing, making offers, and negotiating and closing candidates for diverse positions.
  • Networking and Relationship Building: Take responsibility for networking and maintaining relationships with key talent communities for short and long-term opportunities.
  • Employer Branding: Develop and implement initiatives that will make a real impact on the employer brand in the market.
  • Professional Development: Maintain professional relevance, stay current in the field, and have a strong understanding of all technologies related to talent acquisition.
Relevant Information
What Does A Campus Recruiter Do?