Corporate Recruiter Job Description
A Corporate Recruiter is an HR employee tasked with recruiting new hires to fill vacancies in an enterprise. Working within the HR department, a Corporate Recruiter collaborates with departmental heads across the organization to source, attract, and secure the best candidates while also representing the organization externally.
The role is a stepping-stone to the role of HR Manager or Senior HR Business Partner.
What Does a Corporate Recruiter Typically Do?
A Corporate Recruiter is responsible for:
- Working with HR management to develop an annual recruitment plan
- Liaising with departmental heads to understand job specifications
- Creating and placing job ads
- Running interview, selection, and assessment processes
- Communicating with applicants
- Reporting to HR management on recruitment status
- Developing and implementing internal referral systems
- Representing the organization at recruitment events
Working With HR Management To Develop an Annual Recruitment Plan
A Corporate Recruiter works with HR management and departmental heads in the organization to understand the current and forthcoming recruitment needs.
Based on this understanding, HR management and a Corporate Recruiter draw up an annual recruitment plan split by month, department, and target number of hires. The plan forms the basis of all recruitment activities and is shared with the finance department to ensure that all the projected hires are budgeted for and approved.
Deviations from the plan are possible, and a Corporate Recruiter maintains regular contact with department heads and the HR Manager to check for changes.
Liaising With Department Heads To Understand Job Specifications
Departmental heads generally have a good idea of their needs, but a Corporate Recruiter needs to understand the basics of each vacancy to create relevant and enticing job postings.
Effective Corporate Recruiters do not only focus on the skills required for the vacancy but also look at the personality traits and attributes that a viable candidate must possess. The success of a Corporate Recruiter is measured not just in filling the vacancy but also in the length of service and success of the hired candidate.
Creating and Placing Job Ads
Jobs ads must attract as many strong applicants as possible. A Corporate Recruiter creates job ads, places the ads on the appropriate media, and monitors the ads’ success using tracking metrics.
Regular reports to the relevant departmental head and HR management ensure that the process stays on course.
Running Interview, Selection, and Assessment Processes
A Corporate Recruiter interviews all applicants, creates a shortlist, and invites the shortlisted candidates for further assessments.
The assessments include psychometric evaluations, formal assessment centers, and skills tests. Based on the assessment results, a Corporate Recruiter compiles a final list of candidates for presentation to the relevant departmental head.
A Corporate Recruiter runs background and reference checks and reports back to the relevant departmental head at this point.
Communicating With Applicants
Whether or not they are successful, all candidates must receive a favorable impression of the organization, so a Corporate Recruiter communicates regularly with all the candidates throughout the recruitment process.
Particularly strong candidates who are ultimately unsuccessful are kept on file for possible future vacancies, and a Corporate Recruiter ensures that the candidate agrees to this and that the records are filed correctly.
Reporting to HR Management on Recruitment Status
HR management requires regular progress updates on all recruitment activity, and a Corporate Recruiter compiles weekly reports to highlight the status of each hiring process.
Successful Corporate Recruiters use project management techniques to track recruitment progress and report on each hiring process against clear timelines and project milestones.
Developing and Implementing Internal Referral Systems
The organization itself is often the best source of candidates for vacancies—whether through managers suggesting team members for promotion or high-performing employees referring their equally high-performing external contacts.
A Corporate Recruiter fosters and encourages internal referral systems and can develop and propose financial reward systems to incentivize internal referrers.
Representing the Organization at Recruitment Events
Organizations are always looking to attract the best candidates through industry events, recruitment fairs, and networking opportunities. A Corporate Recruiter plays an important role in representing the organization on such occasions, actively seeking out identified candidates and generating interest among the event participants.
A Corporate Recruiter represents the organization openly, honestly, and professionally and requires strong presentation and sales skills to generate interest and excitement.
Corporate Recruiter Salary
Earnings for a Corporate Recruiter in the U.S. lie between $44,000 and $81,000 a year, with the median at $60,023.
What Is the Corporate Recruiter Pay Difference by Location?
Corporate Recruiter’s salary will be influenced by location as follows:
|New York, NY||$66,319|
|San Francisco, CA||$74,722|
What Is the Corporate Recruiter Pay Difference by Experience Level?
Experience will affect a Corporate Recruiter’s salary as follows:
|Experience Level||Average Salary|
|< 1 year||$44,609|
Corporate Recruiter Job Description Template
[Company] aims to hire and retain top-performers. We are looking for a Corporate Recruiter who can help us achieve this.
If you are an experienced Recruiter with thorough knowledge of full-cycle recruitment and are looking for a corporate position, we would like to hear from you.
Your role will involve working with departmental heads across the entire company as well as the HR Manager. You will be joining a highly motivated, committed, and professional team of HR experts.
Corporate Recruiter Job Responsibilities
Your role as a Corporate Recruiter at [Company] will involve:
- Assisting with the development of an annual recruitment plan
- Liaising with departmental heads to determine needs
- Running the entire recruitment process
- Monitoring new hires’ success
- Representing [Company] at external events
Required Skill Set
- Bachelor’s degree in HR or Recruitment
- At least two years’ experience in recruitment, ideally in a corporate environment
- Expert knowledge of recruitment practices, assessments, and evaluations
- Industry-specific knowledge is preferred but not required
- Solid knowledge of applicant tracking and recruitment software
- Full understanding of labor legislation
- Superior analytical and decision-making skills
- Strong written and oral communication skills
Hiring Resources for Ambitious Companies
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- Incentivize your top performers to bring their contacts on board and drive your success with the top employee referral software
- Are update meetings taking up too much valuable time? Know what everyone’s working on in your business with employee monitoring software