To aid in the efficient selection of interview candidates, many businesses employ a contract recruiter who works in direct support of a human resource department and controls the hiring processes that his or her employer uses to find and gain high quality employees. Much of the time, a contract recruiter performs extensive research to determine where the most qualified and suitable job candidates can be found. In order to perform effective research, a recruiter must be familiar with using the Internet and different types of databases. Since the hiring needs of a company often change over time, this type of recruiter must continually develop new sourcing techniques.
This type of recruiter spends much time researching the Internet to identify what candidates can most effectively fulfill specific job openings. The recruiter creates and provides the human resource department with a list of qualified candidates who can fulfill certain job positions once the opening is available. To create a list, resume databases and employee-owned databases are researched. Some recruiters analyze the information of competitors found in his or her employer’s industry also.
Contract recruiters must develop strong relationships with their employer’s community, as well as with vendors and other entities. These relationships help to build networks which are frequently used to identify qualified candidates. To catch the attention of desired candidates, the recruiter is responsible for providing them with inspiring information about the company that potentially wants to hire them.
In addition to recruiting, all hiring processes used by a company’s human resource department are determined by a contract recruiter. He or she coordinates any communication processes that are to take place between job candidates and the employer, including handling the logistics of interviews. Many times, the recruiter even performs detailed interviews of candidates who have made it past the first and/or second interviews.
Over time, it is likely that the recruiter’s employer will either expand or downsize, and new hiring issues will arise. This is why contract recruiters study different industry-related trends and develop a number of different recruiting techniques that can be used as the company changes. He or she also maintains accurate paperwork on all personnel involved in the employer’s hiring processes so that hiring issues can be reduced as much as possible.
As a contract recruiter is in direct control of reviewing the hiring personnel’s interview techniques, he or she has the authority to take action when issues arise. Once a candidate is chosen to be hired, it then becomes the responsibility of the recruiter to offer them employment. After a candidate is hired, the recruiter then performs follow-up calls with the candidate and hiring personnel.
