What does a corporate recruiter do?
A corporate recruiter is responsible for identifying potential candidates to fill in a position within the company by closely coordinating with the department managers for their specific requirements and qualifications. Corporate recruiters update the company's online job board, as well as posting job hiring to several online platforms. They carefully screen the applicants' credentials and set interview appointments to the chosen candidates. A corporate recruiter helps successful applicants with processing their requirements and provides them with instructions for onboarding.
Corporate recruiter responsibilities
Here are examples of responsibilities from real corporate recruiter resumes:
- Manage requirements from staff appraisers, work flow and project site in SharePoint.
- Participate in Lawson HRIS user implementation and staffing procedural strategies that manage candidate process.
- Manage applicant tracking requirements and relate documentation to ensure compliance with OFCCP regulations and reduce risk to the company
- Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
- Construct, track and report out success metrics utilizing TALEO ATS.
- Utilize a variety of resources such as job boards, LinkedIn, and advance recruiting techniques to source candidates.
- Log all activities in CRM tracker.
- Use of the ICIMS applicant tracking system for recruiting and screening candidates.
- Provide daily reports of recruiting metrics through ICIMS and maintain performance database for recruiting.
- Upgrade TA policies and processes including setting up OFCCP infrastructure and employee referral program.
- Update and enter position staffing requisitions into HRIS Lawson system, for replacements or additions to staff.
- Ensure the cultivation and continuance of excellent relationships between the TA team, human resource generalists, and hiring managers
- Conduct interview training for internal clients and ensure constant compliance with service level agreements, EEO regulations, and diversity programs.
- Develop application standards for company CRM.
- Collaborate with vendor on require ATS customization.
Corporate recruiter skills and personality traits
We calculated that 12% of Corporate Recruiters are proficient in Applicant Tracking Systems, Human Resources, and Customer Service. They’re also known for soft skills such as Communication skills, Detail oriented, and Interpersonal skills.
We break down the percentage of Corporate Recruiters that have these skills listed on their resume here:
- Applicant Tracking Systems, 12%
Researched and compared different Applicant Tracking Systems for future recruiting efforts.
- Human Resources, 7%
Worked closely with Human Resources Generalists and Compensation regarding proper market rates and job level to attract qualified candidates.
- Customer Service, 7%
Innovated and spear-headed Mid-Central Bi-lingual Recruitment Initiative to hire and train customer service associates to enter sales development program.
- Healthcare, 5%
Established and administered a Medical Contract Division sourcing a variety of medical professionals primarily for Home Healthcare companies.
- Background Checks, 4%
Conducted cradle-to-grave recruiting, from writing and posting job advertisements through to reference/background checks and offer presentation.
- Source Candidates, 4%
Utilized recruiting tools to source candidates and establish candidate pipelines.
Most corporate recruiters use their skills in "applicant tracking systems," "human resources," and "customer service" to do their jobs. You can find more detail on essential corporate recruiter responsibilities here:
Communication skills. To carry out their duties, the most important skill for a corporate recruiter to have is communication skills. Their role and responsibilities require that "listening and speaking skills are essential for human resources specialists." Corporate recruiters often use communication skills in their day-to-day job, as shown by this real resume: "manage candidates throughout the recruitment process and ensure a positive candidate experience through effective communication. "
Detail oriented. Another essential skill to perform corporate recruiter duties is detail oriented. Corporate recruiters responsibilities require that "specialists must pay attention to detail when evaluating applicants’ qualifications, doing background checks, maintaining records of an employee grievance, and ensuring that a workplace complies with labor standards." Corporate recruiters also use detail oriented in their role according to a real resume snippet: "utilize and continually update taleo, quickbase and job science to provide accurate details to director of recruiting. "
Interpersonal skills. This is an important skill for corporate recruiters to perform their duties. For an example of how corporate recruiter responsibilities depend on this skill, consider that "specialists continually interact with others and must be able to converse and connect with people from varied backgrounds." This excerpt from a resume also shows how vital it is to everyday roles and responsibilities of a corporate recruiter: "use excellent interpersonal skills; communicate with various levels of management through the company. ".
The three companies that hire the most corporate recruiters are:
- MathWorks
14 corporate recruiters jobs
- Barry-Wehmiller11 corporate recruiters jobs
- Concrete Strategies11 corporate recruiters jobs
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Compare different corporate recruiters
Corporate recruiter vs. Talent acquisition consultant
A Talent Acquisition Consultant is responsible for sourcing and recruiting high-quality candidates. They may work in an office setting or travel to different locations to search for new talents.
While similarities exist, there are also some differences between corporate recruiters and talent acquisition consultant. For instance, corporate recruiter responsibilities require skills such as "healthcare," "excellent interpersonal," "excellent candidate," and "excellent time management." Whereas a talent acquisition consultant is skilled in "manufacturing industry," "ta," "client facing," and "rpo." This is part of what separates the two careers.
Talent acquisition consultants really shine in the finance industry with an average salary of $74,599. Comparatively, corporate recruiters tend to make the most money in the retail industry with an average salary of $75,224.talent acquisition consultants tend to reach similar levels of education than corporate recruiters. In fact, talent acquisition consultants are 1.9% more likely to graduate with a Master's Degree and 0.4% more likely to have a Doctoral Degree.Corporate recruiter vs. Staffing consultant
A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments. They match jobs to applicants and the candidates to their jobs. Their duties include helping both employees and employers in their respective responsibilities. They also act as business development and sales consultant to talent acquisition firms.
Each career also uses different skills, according to real corporate recruiter resumes. While corporate recruiter responsibilities can utilize skills like "customer service," "background checks," "source candidates," and "excellent interpersonal," staffing consultants use skills like "r," "direct hire," "criminal background checks," and "linkedin."
In general, staffing consultants achieve similar levels of education than corporate recruiters. They're 3.7% less likely to obtain a Master's Degree while being 0.4% less likely to earn a Doctoral Degree.Corporate recruiter vs. Staffing specialist
A staffing specialist is responsible for overseeing the staffing needs of an organization. Staffing specialists work closely with the department heads and hiring managers for their staffing requirements and qualifications. They advertise job hirings on the company's online job board and other communication platforms. A staffing specialist carefully evaluates the applicants' documents, reaching out to potential candidates for scheduling interviews and assessments. A staffing specialist must have excellent knowledge of the human resources disciplines, following the policies and procedures of hiring candidates, and assist them during onboarding.
There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a corporate recruiter is likely to be skilled in "healthcare," "source candidates," "excellent interpersonal," and "recruitment strategies," while a typical staffing specialist is skilled in "data entry," "telemarketing," "persuasion," and "offboarding."
Staffing specialists make a very good living in the health care industry with an average annual salary of $41,631. On the other hand, corporate recruiters are paid the highest salary in the retail industry, with average annual pay of $75,224.When it comes to education, staffing specialists tend to earn similar degree levels compared to corporate recruiters. In fact, they're 4.0% less likely to earn a Master's Degree, and 0.1% less likely to graduate with a Doctoral Degree.Corporate recruiter vs. Human resources supervisor
A human resources supervisor is an individual responsible for developing and administering human resources programs so that the company can achieve efficient operations. Human resources supervisors coordinate all stages of the hiring process, such as checking all candidates' backgrounds, conducting interviews, and drug screening. They address conflicts among employees, investigate employee problems, and work with management to administer employee discipline or corrective action. The human resources supervisor also develops training and development programs for their salaried employees.
Types of corporate recruiter
Updated January 8, 2025
