Recruiter vs. Hiring Manager<\/h3>\n\n\n\n
It\u2019s easy to confuse recruiters and hiring managers because they\u2019re both trying to fill open roles. However, while a recruiter\u2019s main job is to fill a position, filling a role is only part of a hiring manager\u2019s job description. Hiring managers<\/a> have another job title that describes what they do at the company, like VP of sales or content manager. They become a hiring manager when they\u2019re looking to fill a role on their team.<\/p>\n\n\n\n >>MORE: <\/strong>Hiring Manager vs Recruiter: What\u2019s the Difference?<\/a><\/p>\n\n\n\n Another common term you might hear in the hiring process is “headhunter.” Like recruiters, headhunters also try to fill roles for companies. Typically, headhunters don’t work for the company they’re trying to hire roles for; instead, a company will hire a headhunter from an agency to help them find someone for the role.<\/p>\n\n\n\n Headhunters are also more likely to fill high-level, executive roles like CEOs. <\/p>\n\n\n\n There are a few different types of recruiters you may encounter, depending on where they work and the types of roles they try to fill.<\/p>\n\n\n\n There are two main types of recruiters based on who they work for. Some work directly for companies, while others work for recruiting agencies.<\/p>\n\n\n\n Recruiters who work directly for companies usually sit within the company\u2019s human resources or people and operations department. These recruiters are trying to fill roles only within that company. They also have a role in setting the company\u2019s interview<\/a> processes and keeping the company up to date with industry salary and hiring trends.<\/p>\n\n\n\n \u201cWe maintain the actual interviewing process and experience and change it with the times,\u201d says Elisa Pineda, talent acquisition and workforce development specialist. \u201c[We want] a straight, uniform, and unbiased approach for everyone involved. Also, we make sure the [interview] processes don\u2019t get too long or complicated. There is a lot of maintenance and awareness for what\u2019s evolving in the field.\u201d<\/p>\n\n\n\n Because this type of recruiter works directly for the company, they\u2019ll have intimate knowledge of its benefits, culture, beliefs, history, and more. Therefore, you can ask direct questions about these topics when speaking with them.<\/p>\n\n\n\n Other recruiters work for recruiting agencies, which means they\u2019re not loyal to one company. Companies hire recruiting agencies to help outsource the recruiting work, so agency recruiters are often tasked with hiring for roles at various companies. <\/p>\n\n\n\n While these recruiters help with initial candidate screenings, they won\u2019t have personal experience working at that company. However, they\u2019ll have general knowledge of its culture and benefits and a good idea of the salary range. It\u2019s still okay \u2014 and necessary \u2014 to ask about these things, but they won\u2019t necessarily be able to give firsthand insights.<\/p>\n\n\n\n A technical recruiter<\/a> recruits only for technical roles, like software engineers<\/a> and IT professionals. Conversations with technical recruiters will focus heavily on your technical skills to ensure you have the basic qualifications needed for the role. <\/p>\n\n\n\n \u201cExpect to be asked questions about projects you\u2019ve worked on, what your role was within that project, outcomes of work you\u2019ve done, and technical questions about skills required for a specific position,\u201d Wendi Reuter, senior IT recruiter at Carex Consulting Group, says.<\/p>\n\n\n\n Technical recruiters often have a background in technology<\/a> that helps them stay up to date with tools, programs, and applications people use. When talking to a technical recruiter, know they\u2019ll have some background knowledge of the concepts and hard skills<\/a> you\u2019re talking about, so it\u2019s okay to keep your conversations on the technical side.<\/p>\n\n\n\n\t Learn how to ace a technical interview, from practicing take home assignments to understanding the hiring criteria employers look for.<\/p>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t \n\t\t\t\t\t\tAvg. Time:<\/span>\n\t\t\t\t\t\t5-6 hours\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t \n\t\t\t\t\t\tSkills you’ll build:<\/span>\n\t\t\t\t\t\tTechnical interviews, whiteboard challenge, career development, research\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t Recruiters can be an asset in the job search to help you learn more about a role, give you guidance in the job search process, and get you hired! <\/p>\n\n\n\n If recruiters can help you in your job search, how do you seek them out? One of the best ways to find recruiters is on LinkedIn<\/a>. You can find recruiters in a few different ways:<\/p>\n\n\n\n If you see a recruiter looking to fill a role you\u2019re interested in, you can reach out to them on LinkedIn<\/a>. In your message, share your interest, experience, and the role you\u2019d like to discuss with them. <\/p>\n\n\n\n It\u2019s best to be \u201cshort and sweet,\u201d Matthew Warzel, certified professional resume writer and former Fortune 500 recruiter, says. \u201cThey are busy-bodies, usually juggling multiple openings at a time and speaking with tens, sometimes hundreds of candidates each day!\u201d<\/p>\n\n\n\n Or, let the recruiters find you! The best way to make yourself more “discoverable” is to keep your LinkedIn profile updated with your skills<\/a> and experience. For example, recruiters may search the platform for a specific skill to find candidates who have it. If you have that skill listed on your profile, they may reach out to you about a role.<\/p>\n\n\n\n And, what happens if a recruiter reaches out to you? Even if you’re not interested in the role, it’s important to respond respectfully and politely \u2014 you never know when the connection could come in handy.<\/p>\n\n\n\n Congratulations! Respond to the recruiter and state your interest and availability for a future conversation. You can also re-emphasize your skills and experience (i.e., why they might have reached out to you for the role). For example:<\/p>\n\n\n\n Hello, Maurice,<\/em><\/p>\n\n\n\n Thank you so much for the email! I appreciate you reaching out and thinking of me. I’d love to learn more about the role. I think my experience working directly with clients and improving customer service processes can really be an asset to Company Y’s team.<\/em><\/p>\n\n\n\n I’m available this Monday-Wednesday from 9 a.m. to 1 p.m. EST. You can reach me at 123-456-7890 I look forward to speaking with you soon!<\/em><\/p>\n\n\n\n Best,<\/em> It\u2019s best to be honest and upfront with the recruiter. If you\u2019re not interested for a particular reason (location, team, sector, happy in your current role, etc.), you can briefly explain why you\u2019re not interested. <\/p>\n\n\n\n \u201cRespond and build a relationship with the recruiter,\u201d Greg Togni, managing partner at 180one, an executive search firm, says. \u201cIf you spend two minutes to respond, perhaps the recruiter will know when to contact you and keep you top of mind.\u201d<\/p>\n\n\n\n For example:<\/p>\n\n\n\n Hello, Jane,<\/em><\/p>\n\n\n\n Thank you so much for reaching out and thinking of me for this role. At this time, I’m unfortunately uninterested in the junior software engineering position. I’m enjoying working in a hybrid role for my current company in California, and will have to pass on this remote position.<\/em><\/p>\n\n\n\n Please let me know if you see any hybrid opportunities in this field that might be a good fit. I’d love to discuss any of those open roles with you.<\/em><\/p>\n\n\n\n Best,<\/em> You’ve made it to the interview \u2014 congratulations! An interview with a recruiter is often called a \u201cscreening.\u201d These are usually short phone calls where the recruiter tries to gauge if you have the minimum skills and experience to do the role. If they think you do, they\u2019ll pass you on to the hiring team, who will schedule more in-depth interviews to learn about your experience and soft skills<\/a>.<\/p>\n\n\n\n \u201cExpect questions from the recruiter about the information listed on your resume \u2014 whether that be employment, volunteer work, training, and\/or education,\u201d Valerie Yrigolla, senior recruiter at the Association of Universities for Research in Astronomy, says. <\/p>\n\n\n\n To prepare for a phone interview<\/a> with a recruiter, research the company and the role as you would before any other interview. Then, come prepared with your elevator pitch<\/a> \u2014 which describes your top achievements and what you\u2019re looking for \u2014 and a summary of why you think you\u2019re right for this role.<\/p>\n\n\n\n \u201cYou\u2019ll want to make sure that you\u2019re adequately explaining your qualifications but not going off on tangents either,\u201d Yrigolla says. \u201cIf the recruiter doesn\u2019t share how long the interview will last, ask upfront to know how many details in your responses to offer.\u201d\u00a0<\/p>\n\n\n\n\t Feel extra-prepared for interviews by practicing your answers to common interview questions.<\/p>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\tRecruiter vs. Headhunter<\/h3>\n\n\n\n
Types of Recruiters<\/h2>\n\n\n\n
In-House vs. Agency<\/h3>\n\n\n\n
What Is a Technical Recruiter?<\/h3>\n\n\n\n
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\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tTechnical Interview Prep<\/h2>\n\t\t\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t
Why Should Job Seekers Care About Recruiters?<\/h2>\n\n\n\n
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How to Find and Reach Out to a Recruiter<\/h2>\n\n\n\n
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How to Respond to a Recruiter<\/h2>\n\n\n\n
If You\u2019re Interested in the Role<\/h3>\n\n\n\n
<\/em>Liam<\/em><\/p>\n\n\n\nIf You\u2019re Not Interested in the Role<\/h3>\n\n\n\n
<\/em>Cynthia<\/em><\/p>\n\n\n\nHow to Talk to a Recruiter in an Interview<\/h2>\n\n\n\n
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\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tInterview Success<\/h2>\n\t\t\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t