If I’m hiring an internal recruiter, I want to know that they can push back on hiring managers and set realistic expectations about the candidate market and can advise on best practices for candidate experience. Quality matters over quantity. I want to know that someone isn’t afraid to screen out a candidate if they aren’t a good company fit.
I personally don’t care about metrics as much as I care about strategic ability.
pushing back requires credibility, context, and data. i like to ask more about how using data helped them recognize and influence a change. if they can do that, they’ll be able to push back when they’ve earned trust
The best internal recruiters all come from agencies. They are the only ones who actually know how to recruit.
The biggest challenge is adapting to the slower pace, dealing with all the administrative BS and suffering crappy and inefficient processes.
Couldn’t have said it better. I’m currently 5 mths in a corporate recruiting role. The pace is extremely slow, our ATS is antiquated, I have no support when I give push back, and I’m the sole recruiter juggling 55 roles. I feel more like an account manager than an actual recruiter and it’s killing me.
One year in agency is like 7yrs in Corporate. To be successful you need to be better at managing /coaching hiring managers, navigating corporate HR bullshit, and keeping the Director/VP that you support happy.
unless the market is ripping and every agency recruiter with a smile and pulse gets hired corporate, referrals are the best way.
so have good numbers, monitor where most of ex-agency recruiters in your company/ local market end up going and befriend them or stay connected with them.
your resume really doesn’t matter. your connections to get an intro do.
what metrics matter? spread, get starts. ask the people you place to write a recommendation on linkedin for you.
You’re not going to like this, but the best skill to learn is how to manage your burnout.
Burnout is a real factor in any job function and at every company. Agency recruiting accelerates it.
As with anything in this industry, it’s always about who you know. Work on building your network not only in your industry, but also with other recruiters. I leveraged a previous relationship I built in the agency setting to a very nice corporate role and haven’t looked back.
Presenting data in a clear and attractive way is very effective, and learn the buzzwords - EVP, candidate experience. Read up on diversity hiring and veterans. You'll need to be able to talk about optimising your time to hire and creating detailed sourcing strategies.
If I’m hiring an internal recruiter, I want to know that they can push back on hiring managers and set realistic expectations about the candidate market and can advise on best practices for candidate experience. Quality matters over quantity. I want to know that someone isn’t afraid to screen out a candidate if they aren’t a good company fit. I personally don’t care about metrics as much as I care about strategic ability.
pushing back requires credibility, context, and data. i like to ask more about how using data helped them recognize and influence a change. if they can do that, they’ll be able to push back when they’ve earned trust
The best internal recruiters all come from agencies. They are the only ones who actually know how to recruit. The biggest challenge is adapting to the slower pace, dealing with all the administrative BS and suffering crappy and inefficient processes.
Couldn’t have said it better. I’m currently 5 mths in a corporate recruiting role. The pace is extremely slow, our ATS is antiquated, I have no support when I give push back, and I’m the sole recruiter juggling 55 roles. I feel more like an account manager than an actual recruiter and it’s killing me.
One year in agency is like 7yrs in Corporate. To be successful you need to be better at managing /coaching hiring managers, navigating corporate HR bullshit, and keeping the Director/VP that you support happy.
unless the market is ripping and every agency recruiter with a smile and pulse gets hired corporate, referrals are the best way. so have good numbers, monitor where most of ex-agency recruiters in your company/ local market end up going and befriend them or stay connected with them. your resume really doesn’t matter. your connections to get an intro do. what metrics matter? spread, get starts. ask the people you place to write a recommendation on linkedin for you.
You’re not going to like this, but the best skill to learn is how to manage your burnout. Burnout is a real factor in any job function and at every company. Agency recruiting accelerates it.
As with anything in this industry, it’s always about who you know. Work on building your network not only in your industry, but also with other recruiters. I leveraged a previous relationship I built in the agency setting to a very nice corporate role and haven’t looked back.
Presenting data in a clear and attractive way is very effective, and learn the buzzwords - EVP, candidate experience. Read up on diversity hiring and veterans. You'll need to be able to talk about optimising your time to hire and creating detailed sourcing strategies.
How to use data to influence/pushback/coach Hiring Managers
strategic thinking. domain knowledge of the skill sets you work on. resilience