Corporate recruiters come in all shapes and titles – Recruiting Specialist, Recruiter, Talent Acquisition Specialist, Talent Consultant. I’m sure you’ve heard others. Regardless of title, corporate recruiters are rarely positioned to do real dedicated search. Sure, that’s a general statement and there are exceptions all around. I’m sure there are large talent acquisition teams that have a few folks carved out just to execute on high(er) profile search assignments. What a luxury! It’s not the norm. Most corporate recruiters are juggling 25-50 open requisitions, swimming in a sea of activity, process and bureaucracy that is mostly counterproductive to focused search, and spending the vast majority of time in a reactive or responsive mode. A recruiter’s day might consist of the following:
- 200+ email iterations including hiring managers, candidate inquiries/applications, scheduling, interview follow up, etc. 200+ is conservative for many.
- 20-30 outbound phone calls to candidates.
- 10-20 inbound calls.
- A couple of meetings with managers on new requisitions.
- Screening candidates when time permits – mainly resumes that come through multiple channels.
- Offers, background checks, onboarding, ATS management, reports.
- Lots of interrupt driven activity from pop-ins, unsolicited calls, meetings, and general noise of the day.