Most of the recruiters get paid less - why is it so?
Mohammed Imran [MI]
Head of Talent Acquisition & Talent Branding at Disney+ Hotstar | Disney Star | Ex Flipkart & Amazon | Talent Branding | Guest Speaker | LinkedIn Coach
A question I asked to many HR's at the beginning of my career - why is that a recruiter gets paid less? Responses included
* HR is a support function, so its more of investment for the company - so they don't pay much
* People don't see the value of recruiters - so it has become common across the companies
Well now post some years of experience into recruitment and interviewing many of the recruiters, this is what I believe is the reason many recruiters get paid less
Problems:
1. They work like a machine when it comes to sourcing - they know to type keywords in search tab but do not understand the role/skill set in detail. They sell a job and not a career
2. They work on positions without knowing why they are working on that position, not knowing the business impact of hiring for a particular position
3. They are scared of numbers - ask them to do a math and see them shying away Example: calculate interview to decline ratio, offer to joinee ratio, offer decline analysis or attrition analysis to name few
Solution: Be a consultant to the company - not just a recruiter. You are paid for what you deliver. So get these things clear
1. Even if you are a consultancy recruiter or company recruiter, knowing about your product/services and role in detail is very important
2. Understand how any particular hiring has business impact
3. Get to know the recruitment budget and plan the hiring with proper sourcing mix - spend smartly and show better output
4. Keep a tab on the market/competitors and your target candidates so you can advice the stake holders on strategies to attract right talent
5. Play around data - be the analytical recruiter who backs up the facts with relevant data. Its not about making 100 offers a month, its about analysing what went right and what went wrong so there is a space for improvement
6. Know your stuffs well - If you are a technical recruiter, be clear with fundamentals; hiring a javascript developer without knowing what is javascript is not the right attitude
Finally recruiters need to innovate as there is lot many problems to be solved.
The market is full of recruiters but if you want to be 'Richie rich' recruiter, then show your x factor - why you stand out from the rest.
Please note that this is few of the important problems to work upon and there is much more to it.
Senior BP-HR Harman(the Samsung company)/Ex-Byjus / Ex-Blackbuck / Ex-Freshmenu / IYHP contributor / Startup Advisor
7 年I would highly disagree to the fact on a gentle note.(Recruiter perspective) The real reason behind any recruiter getting paid less is mostly due to the number of recruiter currently available in the market.One of your fact stating its a support work for an organization is very true hence they do not prefer paying them very high(as there are many options available in the market to get them done). Conclusively: Organizations should understand the criticality of their role and should hire quality recruiters rather hiring bulk and not responding to the iteration ratio among them . Thanks for your article Mohammed Imranullah. Thanks for sharing your knowledge.
General Management | P&L Responsibility | Strategic Sales | Team Building | Experienced marketeer in B2B international organizations | Revenue Generation | Business Development | New Product launches
8 年Cannot be more in agreement. Will ask our recruiters to read your post
Principal Engineering Manager at Microsoft
8 年I would like to disagree politely from candidate(my) perspective. IMO, the recruter should know about - whats the oppurtunity that the candidate is looking for and see if it is matching with job requirment. I see many recruiters simply schedule interviews and says, if the initial round goes fine, we can see further. Why they are not even looking at what the candidate wants? I know recruiters are looking to fill many positions, but what is the point of interviewing to a wrong position that the candidate is not interested in. Candidate comes&stays for short stint and will leave when another oppurtunity comes which matching their interest. Sometimes, even though the candidate did well, due to some constraints if recruiter unable to hire, inform him, not just ignore mail. I saw this kind of behavior with many recruiters, so they can't invite candidates(known) again for interview(even though recruiter might have changed company). Finally, I remeber bad recruiters very well and will not even go via them even though it is my dream comany.
Volunteer with Lincs and Notts Air Ambulance and Retired former Innovation & growth specialist
8 年Its not just about the job on the table the recruiter needs to look at the potential - of the candidate and what the employer wants next
Business Head - Public Health and Vector Control
8 年Informative article!