We were blown away with the combination of quality and speed. This was a very hard VP search and their technology and services made it easy. The candidates they found were phenomenal, and the one we hired is already making huge contributions.”
Recruiter.com solves the hardest problem when recruiting new employees, sourcing great candidates that are usually working somewhere else, without the crazy costs of a full-service HR or staffing agency.
Better than Traditional Job Boards & Recruitment Agencies
Access Recruiter.com's powerful recruiting software and network of OnDemand recruiters for powerful and predictive recruiting results. Recruiter.com's recruiting solutions helps find top talent for companies by actively recruiting qualified candidates with AI talent matching software and a network of professional recruiters. Augment the efforts of your internal team of recruiters and improve the skill set of your workforce with our flexible recruiting plans.
Flexible monthly subscriptions, and easy, no-commitment assignments help you keep nimble.
Hire with confidence knowing that we have your back. We'll provide the recruiters you need and maintain their expertise, on-demand for as long as it takes to find and hire great people!
Dentsu tapped into Recruiter.com during a huge hiring sprint in 2021. The sheer number of open requisitions outweighed a reasonable req load our internal team could handle. Recruiter.com augmented our team with between 10-18 recruiters over the course of our 3 months partnering. Together, the team made 140 placements. It was a positive experience and we continue to partner with Recruiter.com today.
Recruiting is an important part of any corporate HR strategy. By recruiting top talent, companies can ensure that they have the workforce they need to compete in today's global economy. Additionally, recruiting can help to build a company's brand and improve its reputation. Furthermore, thoughtful and intentional recruiting of targeted job seekers helps to diversify a company's workforce. By investing in recruiting success, companies can reap many benefits that will help them to succeed in the long run.
Recruiting is the process of finding and hiring candidates for open positions. Talent acquisition, on the other hand, is a more strategic approach that encompasses recruiting as well as other activities designed to identify, assess, and hire top talent. Talent acquisition focuses on building a pipeline of qualified candidates for current and future needs, whereas recruiting is primarily focused on filling immediate openings. Talent acquisition teams typically work closely with HR and business leaders to develop recruiting strategies that align with the organization's overall talent management strategy. As a result, talent acquisition is a more holistic and long-term approach to finding and hiring the best possible candidates.
Recruiting and staffing are two terms that are often used interchangeably, but there is actually a difference between the two. Recruiting refers to the process of identifying and attracting potential candidates for a vacancy. This can be done through online job postings, employee referrals, or recruiting agencies. Once a pool of candidates has been identified, the next step is to screen them to see if they meet the necessary qualifications. Staffing, on the other hand, is the process of selecting the best candidate from the pool of candidates and placing them in the vacancy. This selection is based on factors such as skills, experience, and personality. In some cases, staffing can also involve training or development to help the new hire adjust to their new role. Ultimately, both recruiting and staffing are important components of the human resources process.
Facebook can be a powerful recruiting tool because it allows you to target potential candidates with specific job postings and recruitment campaigns. You can also use Facebook to connect with passive candidates who may not be actively searching for a new job, but could be interested in your company - with the caveat that some people view their Facebook pages as strictly private and personal. Additionally, some people use Facebook to screen candidates and check references, but this practice can be frowned upon from an HR and compliance standpoint. Finally, recruiting with Facebook is cost-effective because it is a free platform that can reach a large number of people quickly. Overall, recruiting with Facebook and other social networks can be an effective way to connect with potential candidates, screen applicants, and save time and money.
There are a number of reasons why recruiting for diversity is important. Firstly, diversity brings different perspectives and experiences to the workplace which can lead to improved creativity, innovation, and a more varied skill set. Secondly, a diverse workforce helps to reflect the demographics of the customer base, which can lead to improved customer satisfaction. Finally, recruiting for diversity helps to create a culture of inclusion and respect, which can improve employee morale and retention rates. In short, recruiting for diversity is important for a number of reasons and is a strategic priority for many modern talent acquisition departments.
Recruiters are responsible for putting candidates and employers together. They are experts at both finding and identifying talent. Corporate Recruiters are responsible for delivering talented employees to their companies, while Agency Recruiters find qualified applicants for their clients.
Different Types of Recruiters
Recruiters function as official talent search agents for corporations and other organizations where there is a need to fill jobs. Although their job functions remain largely the same across the board, recruiters fall into a few different categories:
Typically, internal (in-house) recruiters are the most commonly utilized type since they are solely employed by the organization seeking recruits, and understand the culture and goals of that particular organization. Third-party recruiters are employed by an external talent agency and work for numerous clients at once. Executive recruiters are specialized in identifying and pursuing candidates for senior management and other high-level positions.
Human Resources
The human resources department usually houses the organizational internal-recruitment branch and recruiters may also serve other HR roles, in addition to recruitment responsibilities. They are generally permanent employees, though may be hired on a temporary basis as independent contractors. The main function of an internal recruiter is to survey a specified talent pool and job boards to actively pursue qualifying candidates meeting certain company-defined criteria.
Third-Party Recruiters
Third-party recruiters, commonly employed by employment agencies and search firms, work only as representatives of their clients and act as talent scouts and as the point of contact between clients and potential candidates. Third-party recruiters almost always specialize in maintaining professional networks and finding talent, lacking the additional responsibilities of their in-house counterparts. Each client specifies the required criteria for a position and the third-party recruiter filters applicants based on these specifications.
Executive recruiters
Executive recruiters (i.e. executive search) tend to be specialized in niches and focus on specific industries or employee types. They ordinarily work for recruiting firms that further specialize in a certain geographical area or market. Executive recruiters function much like other non-executive recruiters but concentrate on recruiting senior executives, medical or technological specialists, or sales professionals.
Another type of recruiter that should be mentioned is a staffing firm, which not only helps find talent for their clients but they also help job seekers find job opportunities that are the perfect fit for their particular skill set.
Recruiting is the process of attracting, screening, and selecting qualified candidates for a company or organization. The goal of recruiting is to find the best possible candidates for the job, in terms of skills, experience, and fit.
There are many different recruiting strategies that companies can use, depending on their needs. Some common recruiting strategies include online job postings, employee referral programs, recruiting firms, and campus recruiting. Each of these strategies has its own advantages and disadvantages, and the best recruiting strategy for a company will vary depending on the type of position they are trying to fill.
One of the most important parts of recruiting is making sure that all candidates are treated fairly and equally. This includes ensuring that the recruiting process is accessible to everyone, providing clear information about the requirements of the job, and using selection criteria that are unbiased and relevant to the job. By following these practices, companies can ensure that they attract and hire the best possible candidates for every open position.
The process of recruiting new employees is different from the process of retaining existing employees. Recruiting is the process of attracting and selecting candidates for a position, while retention is the process of keeping employees in their current positions. A company's recruiting efforts may focus on attracting a pool of qualified candidates, while its retention efforts may focus on providing incentives for employees to stay with the company. In some cases, a company may invest more resources in recruiting than in retention, or vice versa. The decision of how to allocate resources between recruiting and retention depends on a number of factors, including the needs of the company and the market conditions.
Recruiting and sourcing are both important activities in the recruiting process, but they are two distinct activities. Sourcing is the act of identifying and attracting potential candidates for a role while recruiting is the process of assessing candidates and selecting the best fit for the role. Sourcing can be done internally or externally, and it often includes activities such as job postings, candidate databases, and social media outreach. Recruiting, on the other hand, is typically done by recruiting professionals such as staffing agencies or in-house recruiters. Recruiting generally includes activities such as screening resumes, conducting interviews, and managing offer processes. In summary, sourcing is about finding candidates, while recruiting is about selecting the best candidates and engaging them all the way through to hire.
Recruiting with LinkedIn has been a very important sourcing trend over the last decade, and can be beneficial over traditional job boards for a few reasons. Firstly, LinkedIn has a lot of users, so there is a higher chance of finding potential candidates on the site. Secondly, LinkedIn allows employers to search for specific skills and experience, which can help to target the right candidates. Finally, LinkedIn also provides an easy way to contact potential candidates and connect with them on a professional level. Therefore, recruiting with LinkedIn can be an effective way to find qualified candidates for a position, and often serves as a major activity for talent acquisition professionals.
One of the main functions of the human resources department is recruiting, but larger organizations may segment a dedicated "talent acquisition" department. Recruiting is the process of finding and hiring qualified candidates to fill open positions. The recruiting process can be resource-intensive, so it's important to have a dedicated team or department responsible for this function. The recruiting team may be responsible for writing job descriptions, sourcing candidates, conducting interviews, and extending job offers. In some cases, the recruiting team may also be responsible for onboarding new hires and helping them acclimate to their new roles. By dedicating a team to recruiting, companies can ensure that they are attracting and hiring the best possible candidates.
What does recruiting success look like for your organization? Are you looking to improve long-term retention, flow of candidates, or the general quality of your employee talent base?
Depending on what you're looking to achieve, you might focus on sourcing data, understanding which channels bring in the best candidates, or tracking recruitment operations data to see how efficient your hiring process is. You might also want to track candidate experience metrics such as candidate satisfaction, and diversity and inclusion metrics.
Common recruiting success metrics include:
Qualified candidates per opening
Average tenure of employees
Quality of hire based on performance
Cost per hire, inclusive of all recruitment costs
Interview to hire ratio
Application completion rate
Source quality
Time to hire
Candidate experience through the hiring process
Our recruiting software is designed to campaign and engage passive candidates for your open roles faster than a recruitment agency or job board. We typically manage the search process for our clients, creating the AI search and campaigning process, and then processing interested candidates. Clients view our engaged candidates through a "Candidate Tracker" module and can use notes and comments to refine future candidate selection criteria.
Our Recruiting Solutions
Most Recruiter.com recruiting subscriptions do not have any kind of performance-related, "headhunter," or "success" fees. We charge a simple, flat, monthly subscription fee for our recruiting software and MyRecruiter plans. For our OnDemand recruiting plans, we invoice weekly or monthly and you are billed for a set amount of time that your recruiter works for you.
How much do typical recruiting agencies, headhunters, and recruiting firms charge?
Recruiting agencies and firms typically charge a percentage of the total salary for the position they are recruiting for. For example, if the recruiting agency charges 20% and the position pays $100,000 per year, the recruiting agency would charge $20,000. The recruiting agency may also charge a flat fee for their services. For example, if the recruiting agency charges a flat fee of $5,000, they would charge that regardless of the salary of the position. It is important to ask the recruiting agency how they charge before entering into an agreement with them. Otherwise, you may be surprised by how much you owe when they fill the position.
We design our recruiting plans to flex with your hiring needs. All of our plans are month-to-month: scale up or scale down as needed, according to your hiring needs.
Certain plans offer discounts for longer-term commitments, but this setup is optional. Please speak with our account management team for details.
Our founders are passionate about connecting people with opportunities via online recruiting. Recruiter.com is the go-to place for employers who want to make sure they're always up on recruiting trends, connect with the most candidates with the right skill sets, and find new talent that will be a perfect fit with their company culture.
Tap into any talent pool you need with Recruiter.com. With over 50,000 independent recruiters on our network and millions of profiles and social connections, we understand the power of online community and professional networks when it comes to recruiting talent. We help a broad array of great companies recruit the right talent, from tech companies and the fastest growing startups to small legal firms and insurance agencies.
Our AI recruitment software will help you find, screen and engage with candidates in a more efficient manner than traditional job boards and recruiting firms. Our platform integrates seamlessly into many of the most popular HR systems and applicant tracking systems.
