recruiter

(noun)

One who recruits, particularly one employed to recruit others.

Related Terms

Examples of recruiter in the following topics:

  • Recruiting workers

    • A good recruitment policy will do this in a timely, cost-efficient manner.
    • There are two principal ways to recruit workers: internally and externally.
    • External recruitment can be done in a variety of ways:
    • Before the emergence of the Internet, this was the most popular form of recruitment for organizations, but the decline of readership of newspapers has made it considerably less effective (Heathfield, Use the Web for Recruiting: Recruiting Online).
    • Online recruitment.

  • Finding Good Candidates

    • The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed.
    • This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search.
    • These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements.
    • Starting a recruitment with an accurate job analysis and job description ensures the recruitment process effort starts off on a proper track for success.
    • After the job analysis, the process moves onto sourcing, which involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruitment research, which is the proactive identification of passive candidates who are happy in their current positions and are not actively looking to move companies.

  • Evaluating recruiting policies

    • To evaluate recruitment policies, the concept of a yield ratio is often used.
    • This calculates the efficiency of recruitment practices by taking the number of hirable individuals resulting from a recruitment policy divided by the total number of individuals recruited by the same policy (Kulik, 2004).
    • However, it is still an extremely useful measure as it offers insight into the ability of a recruitment policy and whether it needs to be modified.
    • No matter how a company decides to recruit, the ultimate test will remain the ability of a recruitment strategy to produce viable applicants.
    • In some countries, such as the United States, the selection procedures are subject to Equal Employment Opportunity guidelines (Recruitment).

  • Introduction

    • to understand how an organization can effectively recruit, manage, and terminate its employees

  • The Mission of Human Resource Management

    • An HR manager at a firm such as an investment bank may work to recruit new researchers for the bank, train those entry-level researchers for other positions at the bank, monitor their performance throughout their tenure at the bank, and may determine their pay raises.
    • The HR recruiter utilizes professional interviewing techniques to understand the candidate's skills, motivations to make a move, and to screen potential candidates using testing (skills or personality).
    • The recruiter will meet with the hiring manager to obtain specific position and type information before beginning the process.
    • After recruiters understand the type of person the company needs, they begin the process of informing their network of the opportunity.
    • Recruiters play an important role by preparing the candidate and company for the interview, providing feedback to both parties, and handling salary and benefits negotiations.

  • Affirmative Action

    • Examples of affirmative action measures undertaken by the United States Department of Labor include outreach campaigns, targeted recruitment, employee and management development, and employee support programs.
    • Examples of affirmative action offered by the United States Department of Labor include outreach campaigns, targeted recruitment, employee and management development, and employee support programs.The impetus towards affirmative action is to redress the disadvantages associated with overt historical discrimination.
    • Expanded efforts in outreach, recruitment, training and other areas are some of the affirmative steps contractors can take to help members of the protected groups compete for jobs on equal footing with other applicants and employees.

  • Discussion questions, exercises, and references

    • Discuss the pros and cons of internal and external recruiting.
    • Employee Recruitment: How to Hire the Right People. (1999).
    • Recruiting Stars: Top Ten Ideas for Recruiting Great Candidates.
    • Use the Web for Recruiting: Recruiting Online.
    • Recruitment.

  • Activities in the Human Resources Department

    • Utilizing various recruitment technologies to acquire a high volume of applicants (and to filter based on experience)

  • The Purpose of Public Relations

    • Corporations also use public relations as a vehicle to reach legislators and other politicians, seeking favorable tax, regulatory, and other treatment, and they may use public relations to portray themselves as enlightened employers, in support of human-resources recruiting programs.
    • Nonprofit organizations, including schools and universities, hospitals, and human and social service agencies, use public relations in support of awareness programs, fund-raising programs, staff recruiting, and to increase patronage of their services.

  • Building a closed-loop eco-industrial park

    • Afterwards, active recruiting takes place to entice businesses whose production processes will help fill any gaps.