Executive Recruiter Job Description
Executive Recruiters find candidates to fill job openings. They often work for recruiting agencies, which are hired by businesses and other organizations to locate qualified candidates. Larger organizations may employ in-house Executive Recruiters. While the latter may earn a set annual income, Executive Recruiters working for agencies often are paid on a commission basis. The talent pool for some positions – often specialized STEM positions – is limited, so competition among Executive Recruiters can be stiff. In many ways, being an Executive Recruiter resembles a sales job. Today, the Executive Recruiter’s job relies heavily on technology. Online job markets are one of the most important pools for new talent, and virtual interviews and trials are commonplace. General duties may also include a role in training new candidates and presenting candidates to management. Having in-house recruiters, or contracting with recruiting agencies, is now commonplace for major firms, so outlook for the Executive Recruiter position is steady.
Executive Recruiter Duties and Responsibilities
Executive Recruiters are primarily responsible for overseeing the recruiting and vetting process for new candidates. Executive Recruiters scan candidates in online marketplaces, reach out to those who are qualified, conduct interviews and background checks and present dossiers of approved candidates to management. Here are some additional Executive Recruiter duties and responsibilities.
Executive Recruiters use online channels such as Headhunter, Linkedin and similar sites for job-seekers to identify candidates with the skills sets necessary for the sought position. They will then contact the candidate and pitch them on their firm.
The Executive Recruiter is the candidate’s entry point into the firm when it comes to high-level positions. Interviews can be conducted on-site or virtually. The Executive Recruiter will ask a series of questions to determine whether the candidate is a good fit for the position and company culture.
Perform Background Checks
Executive Recruiters are responsible for ensuring that any candidate they bring to management is on the level they claim to be. This part of the job includes criminal and credit background checks, as well as thorough check-ins with references provided.
Make Candidate Recommendations
Upon the conclusion of the interview and background process, the Executive Recruiter will present their short-listed candidates to upper management. Although management will make the final hiring decision, the Executive Recruiter must come in with firm recommendations.
Network with Clients and Candidates
A significant part of an Executive Recruiter’s job is building a reputation for their company. Leaving candidates with a good impression of the recruitment process ensures that word will spread and direct future candidates towards the firm.
Executive Recruiter Skills
An ideal candidate for the Executive Recruiter position will have a combination of strong technical skills and strong people skills. They will be familiar with multiple candidate-sourcing websites and background check resources. They must be a flexible person who is willing to look at candidates with unconventional backgrounds. A detail-oriented personality is essential for this position, as it is key to find relevant background details. In addition, some more specific skills are needed, as detailed below.
- Charisma and Persuasiveness – The Executive Recruiter is the first point of contact for the firm. As such, it is important that they be able to engage the potential recruit quickly and present a good face for the company and the position that is open.
- Technical Skills – The Executive Recruiter will be an active user on all relevant job-hunting sites and will be able to navigate the systems effectively. Effective use of background check software is a must as well. They will also make use of online interview and training programs to select their final candidates.
- Decisiveness – Often times, the Executive Recruiter will find more than one qualified candidate. In this case, they must be able to parse candidates down to the smallest detail in order to make the call of who they will recommend to management.
- Corporate Knowledge – It is key that the Executive Recruiter be well-versed in the history and culture of their company, or the company contracting with their agency. An ideally qualified candidate for a position may not be an ideal fit for the specific company, and details like that can only be uncovered through a thorough knowledge of company history.
Executive Recruiter Salary
According to online sources, the national average salary for an Executive Recruiter is $62,000. Salaries vary widely based on the size of the company, as well as location. The low end of the salary range is in the $40,000 range, while large companies with an extensive need for an Executive Recruiter’s services may pay as high as $110,000. While most large companies have an Executive Recruiter on site, some will work for recruiting firms. These firms may pay an hourly rate in the neighborhood of $40, or pay a commission.
Executive Recruiter Tools of the Trade
An Executive Recruiter will use select technical tools and resources to locate and recruit candidates. They will typically include:
Job-hunting and Recruitment Websites – Sites like Indeed, Glassdoor, Headhunter and LinkedIn are one of the largest resources for untapped talent. Executive Recruiters will typically have an active account on each site relevant to their industry.
Smartphone – An Executive Recruiter will be in contact with candidates at all times of the day and will often meet with them on short notice. In addition, phone or e-mail interviews can be conducted on the go with constant online access.
Spreadsheets – The Executive Recruiter will often be tracking dozens of candidates at a time. Spreadsheets such as Excel make it possible to collate this information and compare candidates to each other in an easy-to-read format.
Background Check Software and Services – Executive Recruiters use a variety for technical tools to check candidates’ credit, criminal history and job history. For certain hard-to-find pieces of information, outside specialists may be employed.
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