{"id":10524,"date":"2023-01-08T07:03:20","date_gmt":"2023-01-08T15:03:20","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10524"},"modified":"2023-05-11T15:07:12","modified_gmt":"2023-05-11T22:07:12","slug":"really-add-value-house-recruiter","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/really-add-value-house-recruiter\/","title":{"rendered":"How to Really Add Value as an In-House Recruiter"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<p>It is becoming extremely common for organisations to say they are shifting away from a\u00a0<b>recruitment<\/b>\u00a0model to more of a\u00a0<b>talent acquisition<\/b>\u00a0model.<\/p>\n<p>What exactly does this mean? More importantly what does it mean for the role of the in-house recruiter? It really comes down to adding value \u2013 to both the hiring managers and the organisation as a whole; as well as to the candidate experience.<\/p>\n<p><b>Key Takeaways:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>The talent acquisition model focuses on the big-picture needs of an organization, rather than hiring only to address short-term needs.<\/p>\n<\/li>\n<li>\n<p>In-house recruiters add value to their organizations not by finding a large number of candidates, but by finding the <em>right<\/em> candidates by sourcing talent.<\/p>\n<\/li>\n<li>\n<p>As an in-house recruiter, you represent your organization to candidates during the hiring process, so making sure that the candidate experience is positive is crucial.<\/p>\n<\/li>\n<\/ul>\n<p><img alt=\"how to really add value as an in-house recruiter\" src=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2023\/01\/how-to-really-add-value-as-an-in-house-recruiter.png\" style=\"width:100%;\"\/><\/p>\n<h2 class=\"fancy\" class=\"fancy\" id=\"are-you-recruiting-or-acquiring-talent\">Are you <em>recruiting<\/em> or <em>acquiring talent<\/em>?<\/h2>\n<p>Bersin by Deloitte defines <b>talent acquisition <\/b>as \u201ca strategic approach to identifying, attracting, and onboarding talent to efficiently and effectively meet dynamic business needs.\u201d <b>Recruitment<\/b> is defined as \u201cthe tactical component of attracting and identifying job candidates.\u201d<\/p>\n<p>The difference comes down to connecting talent to business needs versus just addressing a momentary need.<\/p>\n<p>What do your hiring managers think you actually do? Is it a case where they brief you on an open requisition and then expect you to suddenly pull a couple of pre-qualified, ready-to-interview candidates out of a hat?<\/p>\n<p>We all know there\u2019s so much more to your <a href=\"https:\/\/www.zippia.com\/employer\/portfolio\/attract-select-retain-secrets-exposed\/\" rel=\"noopener\" target=\"_blank\">talent attraction and selection process,<\/a> so if your hiring managers don\u2019t appreciate your efforts, it\u2019s about time you made it clear what takes place behind the scenes.<\/p>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-10524';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-10524\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"the-difference-between-sourcing-and-recruiting\">The difference between sourcing and recruiting<\/h2>\n<p>As an in-house recruiter, how do you distinguish between sourcing and recruiting?<\/p>\n<p>While the concept of actually finding people has become much easier in recent years, finding the\u00a0<b>right<\/b>\u00a0people has become increasingly more challenging. Finding\u00a0<em>all of them<\/em>\u00a0is even harder. As such, knowing <a href=\"https:\/\/www.zippia.com\/employer\/introducing-sourcing-as-a-service\/\" rel=\"noopener\" target=\"_blank\">how to effectively source talent<\/a> is now more important than ever before.<\/p>\n<p>However, sourcing is so much more than simply specialized resume search and candidate name generation. Sourcing has turned into a specialised field of its own, and if you don\u2019t understand the difference between sourcing and recruiting, you will end up adding to your overall cost and time to hire.<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Sourcing is the act of identifying prospect candidates who fit a target profile. It\u2019s the <b>proactive search <\/b>for qualified candidates; and not just the perusal of CVs and applications received in response to an online job posting.<\/p>\n<\/li>\n<li>\n<p>For some, in addition to the identification of talent, sourcing also includes the assessment and candidate engagement piece.<\/p>\n<\/li>\n<\/ul>\n<h2 class=\"fancy\" class=\"fancy\" id=\"adding-value-through-a-positive-candidate-experience\">Adding value through a positive candidate experience<\/h2>\n<p>There are literally thousands of articles available\u00a0for candidates\u00a0on how to leave a lasting first impression throughout\u00a0the recruitment process. Everything from how to craft an engaging cover letter to how to make a resum\u00e9 stand out, and even to what\u00a0not\u00a0to wear to a job interview. <\/p>\n<p>With the war for top quality talent raging pretty fiercely right now, it\u2019s also critical for in-house recruiters to leave a positive first impression on\u00a0their candidates \u2013 that is, of course, if they want their candidates to remain loyal and to not run straight into the arms of their competitors.<\/p>\n<p>The candidate experience is an integral part of the recruitment process that can impact how effectively an organisation is able to recruit quality candidates.<\/p>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-10524';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-10524\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"in-house-recruiter-faqs\">In-House Recruiter FAQs<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>How do good recruiting practices add value?<\/b><\/p>\n<p><b>Good recruiting practices add value by finding the best candidates for the required roles, and by making the organization attractive to the candidate.<\/b> Successful recruiting means finding the people whose skills best match the needs of each role.<\/p>\n<p>After finding the best candidates, successful recruiters also add value by putting the best face on the organization and giving the best candidates out there the best hiring experience possible.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Do in-house recruiters work on commission?<\/b><\/p>\n<p><b>No, in-house recruiters usually don&#8217;t work on commission.<\/b> Third-party or external recruiters might make commissions based on the salaries of the candidates that they successfully place in jobs, but in-house recruiters who work for specific organizations typically get paid a salary instead.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What are the responsibilities of an in-house recruiter?<\/b><\/p>\n<p><b>The responsibilities of an in-house recruiter might include things outside of the recruiting and talent acquisition process itself.<\/b> The full scope of the responsibilities of an in-house recruiter depends on the specific organization.<\/p>\n<p>In-house recruiters might also be responsible for other parts of the recruiting process. This might include being responsible for budgeting for new hires or new employee onboarding.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What skills are important for an in-house recruiter?<\/b><\/p>\n<p><b>Interpersonal and communication skills are important for an in-house recruiter.<\/b> A large part of the job of an in-house recruiter involves the ability to understand other people and assess their own abilities and aptitudes<\/p>\n<p>Strong interpersonal skills will help with this, as well as with creating the ideal recruitment process for potential candidates to help make your organization appealing to them.<\/p>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"final-thoughts\">Final Thoughts<\/h2>\n<p>There are a variety of ways in which in-house recruiters can bring value to their organizations. From the initial talent search to the interviewing and onboarding processes, in-house recruiters can be the face of the organization when it comes to candidates.<\/p>\n<p>By shifting to focus on talent acquisition rather than recruiting alone, in-house recruiters can help shape the future of their organization and bring long-term value.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>I wanted to share the highlights of my presentation at the in-house recruiter LIVE! 2017 event in London \u2013 How to Really Add Value as an In-House Recruiter.<\/p>\n","protected":false},"author":3,"featured_media":10526,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[106,136],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Really Add Value as an In-House Recruiter<\/title>\n<meta name=\"description\" content=\"I wanted to share the highlights of my presentation at the in-house recruiter LIVE! 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