Recruiting Consultant Job Description
A Recruiting Consultant works with an organization to source, vet, and recruit value-adding talent. The role can work either in-house or as an external provider but must possess in-depth knowledge of the organization’s business, structure, and culture in order to procure the right people for the job.
A successful Recruiting Consultant becomes an integral part of an organization as a trusted partner, yet remains outside the organization and is, hence, able to be more objective. At the same time, a Recruitment Consultant must work to fill the sales pipeline and close new business constantly.
The Recruiting Consultant job is diverse, exciting, and seldom routine and is ideal for a recruitment specialist with an entrepreneurial flair.
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What Does a Recruiting Consultant Typically Do?
A Recruiting Consultant administers every aspect of the HR function in an organization. This is a broad field, and the specific tasks could encompass:
- Accepting organization briefs and understanding the organization’s needs and culture
- Assisting in formulating a recruitment plan for the organization
- Promoting the organization as an employer of choice
- Targeting qualified candidates
- Creating and placing job postings and other media to attract candidates
- Running interview, assessment, and selection processes
- Briefing HR management on candidates
- Monitoring and reporting on success
- Sales and marketing
Accepting Organization Briefs and Understanding the Organization’s Needs and Culture
A Recruiting Consultant must fully understand not only the organization’s immediate needs but also the organization’s long-term goals and culture. They must be able to identify candidates who are both suitably skilled and psychologically compatible.
Assisting in Formulating a Recruitment Plan for the Organization
A Recruiting Consultant should give input regarding the organization’s current recruiting strategy and help with its fine-tuning to ensure the staffing requirements will be met in a cost-effective and timely manner. Ideally, the Recruiting Consultant should get to know the client organization well enough to be proactive in giving advice and should develop into a valuable resource for the organization.
Promoting the Organization as an Employer of Choice
A Recruiting Consultant is often the first point of contact between candidates and the organization and must represent the organization in the best possible light. Candidates’ first impressions of the organization may be crucial in attracting the best applicants and contract negotiations after a candidate has been selected.
Targeting Qualified Candidates
Proactive recruitment, or headhunting, may be required in some instances, in which case the Recruiting Consultant must be diligent, discreet, and responsible in approaching identified candidates.
Creating and Placing Job Postings and Other Media To Attract Candidates
All job postings must reflect the organization accurately and “sell” the open position well enough to attract the best candidates. A Recruiting Consultant should develop a full understanding of the organization’s culture and reflect this in the language chosen for job postings.
Running Interview, Assessment, and Selection Processes
The Recruiting Consultant will be responsible for at least the first round of interviews, after which shortlisted candidates will be recommended to the organization for further interviews. The initial interview process may also involve assessment centers, psychometric testing, and background checking before candidates are forwarded.
Briefing HR Management on Candidates
A Recruiting Consultant has to sell the shortlist of candidates to the organization while remaining objective and focused on its needs. Objectivity and impartiality are crucial, but the Recruiting Consultant should be comfortable expressing personal opinions if required.
Monitoring and Reporting on Success
The Recruiting Consultant should meet with the organization on a regular basis to track successful hires, elicit further requirements, and maintain the relationship. Successful Recruitment Consultants meet client organizations regularly to catch up even when the organization has no immediate hiring requirements.
Sales and Marketing
Sales and marketing efforts must be prioritized to ensure a full sales pipeline and enough new business to outweigh any lapsed clients. A Recruiting Consultant should balance securing business with delivering work and make sure neither is overemphasized.
Roles a Recruiting Consultant Typically Collaborates With
Recruitment Consultants collaborate closely with these positions:
|HR Manager||Human Resources Executive||Compensation and Benefits Manager|
|Benefits Manager||Senior HR Specialist||HR Coordinator|
Recruiting Consultant Salary
A Recruiting Consultant will typically earn between $46,000 and $71,000 per annum in the U.S. The median is around $57,082.
What Is the Recruiting Consultant Pay Difference by Location?
Average salaries for a Recruiting Consultant differ by location as follows:
|San Francisco, CA||$71,352|
|New York, NY||$68,669|
What Is the Recruiting Consultant Pay Difference by Experience Level?
Depending on experience, a Recruiting Consultant’s pay will vary as follows:
|Experience Level||Average Salary|
|< 1 year||$54,825|
Recruiting Consultant Job Description Template
[Company Name] requires the services of a professional, experienced, and dedicated Recruiting Consultant to help us attract the best candidates for exciting opportunities in our company.
As a Recruiting Consultant working with [Company Name], you will help us find, attract, and vet potential new hires for all levels.
You will understand our company, products, and culture fully and develop recruitment plans together with us. You will then use your expertise and networks to source suitable people proactively and reactively. You will also perform the initial vetting process to curate a shortlist that meets our needs.
Your role will help [Company Name] grow, and your success will result in a long-term relationship with us.
Recruiting Consultant Responsibilities
- Understanding our needs as an organization
- Co-developing a medium-term recruitment plan
- Seeking out strong candidates for open positions
- Performing initial interviews, assessments, and background checks
- Presenting shortlisted candidates
- Assisting in our decision-making process
Required Skill Set
- At least five years’ proven success in recruitment
- Expert knowledge of interviewing, assessment centers, and psychometric testing
- Proven track record of understanding different types of businesses
- Dedication and commitment
- Ability to work under pressure and meet deadlines
- Excellent communication skills
- Ability to represent our company professionally and with discretion
Hiring Resources for Ambitious Companies
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