Jeff Altman, Big Game Hunter
If you are in the middle of a job search, you may cross the road with different types of recruiters. Not all recruiters are the same and knowing who to deal with can create or break your job search strategy. Some work directly for the company, some hired guns, while others are intermediaries, trying to make the placement quick. Understanding the differences can help you set realistic expectations, communicate better and avoid wasting time.
Here are the five main types you are most likely to encounter:
1. Company (internal) recruitment personnel
Company recruiters are employees of the company. They work on human resources or talent and handle recruitment of public positions within the organization. Their loyalty is loyalty to the company, not as candidates.
They often manage multiple applications immediately and undertake the tasks of screening resumes, scheduling interviews, and relocating candidates through company processes. If you are a good match, they will support you internally – but don’t expect them to coach you in your resume or interview preparation. That’s not their job.
hint: Treat company recruiters like a gatekeeper. Stay professional, timely and clear about your qualifications. They can’t bend the rules for you, but they can help you navigate the process.
Strategic response to recruiters and search companies
2. Agent (emergency) recruitment personnel
Agent recruiters are often called emergency recruiters and can only be paid when you are putting your role. They work for recruitment companies that are hired by employee agencies or companies to fill positions. Their incentives are simple: the more candidates they place, the more commissions they will be.
These recruiters often juggle many candidates and clients. They will push you to the job that suits you, but they won’t waste time if they don’t think you are sellable. This may sound harsh, but it makes things work.
hint: Keep communication short and focused. If they see you as a strong candidate, they keep calling. If not, please do not accept it yourself, it is just business.
3. Keep search recruiters (perform search/headhunter)
Retained recruiters are sometimes called executive search recruiters or headhunters, and they operate differently. Companies often pay prepayments in executives or professional technology spaces to fill senior roles. Because they are keeping it, their job is to provide top talent, not to distribute resumes.
These recruiters conducted in-depth research, targeted passive candidates, and established relationships with executives. If someone calls you, it’s because you are considered potentially suitable. This is a compliment, but it is also a signal of taking the conversation seriously.
Transition to another industry or field
hint: Respect these recruiters even if the opportunity is not right for you. They often work at the top of the market and may call again in the future.
4. Contract recruitment personnel
Contract recruiters are temporary employees and they step in when a company has the ability to recruit Spike, a big project, or needs help with recruiting abilities. They are usually hired for a while (for example, six months) to help fill the role.
Although they work within the company, they don’t always have the same authority or influence as full-time recruiters. Still, they can push candidates forward in the process, and they are often motivated to leave a good impression so that another contract can be found later.
hint: Don’t think of them as “temperature”. Treat them like company recruiters. They may not be there forever, but when they are there, they can get you in front of a hiring manager.
5. RPO recruitment personnel (recruitment process outsourcing)
RPO recruiters are a hybrid. The company outsources part or all of the recruitment process to an external company and then provides recruiters with recruiters who specialize in opening the company. To you, they look like company recruiters, but technically they are hired by suppliers.
RPO recruiters follow strict processes and metrics. They are often judged by filling time or candidate pipeline number. They cannot bend the rules and generally have less influence than internal employees. But they are still a key part of the process.
hint: Remember that when they represent a company, they have no control over it. Manage your expectations and stay professional.
The final thought
Recruiting people come in many shapes and sizes, and not everyone works for you. Their job is to serve their employer first. This doesn’t mean you can’t benefit – building a strong professional relationship with recruiters can open doors you can’t find yourself. The key is to know what type of recruiter you are dealing with and adjusting your expectations accordingly.
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About Jeff Altman, Big Game Hunter
Large Hunter Jeff Altman is a coach who has served as a recruiter for a hundred years. His job involves career coaching, as well as executive job search coaching, job coaching and interview coaching. He is the producer and former host of “Base-free Broadcasting Station”, the first podcast in iTunes for more than 3,000 episodes of work search.
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