One of the most important factors in a company's sustained success is the overall quality of its employees. Though there is no objective measurement of quality, the infusion of young, motivated, and creative workers is a vital process that successful organizations must take very seriously. Some employ entire teams of corporate talent recruiters who meet with prospects and analyze their potential value to the organization. A senior corporate recruiter is tasked with overseeing the majority of this recruitment life cycle.
The senior corporate recruiter coordinates all levels of the recruitment process, from staffing to budget to regulatory concerns. They will develop advertising and outreach methods to reach untapped talent, who will then be contacted by junior recruiters; they may also meet directly with star prospects. Those in this position may answer to their company's human resources directors or to executive-level superiors.
Above all, a senior corporate recruiter must be personable and have strong communications skills, as well an aptitude for negotiation. They must be effective and visible leaders who can, in turn, make junior recruiters effective and successful in their own work. They must be good with detail and dedicated to seeing deals through to completion. It is especially important that the senior corporate recruiter understands the industry well, is capable of networking with many individuals, and can meet any quotas that are put in place.
Employers generally require applicants who have a Bachelor's degree or higher in a discipline such as Communications or Business Management, as well as a minimum of lower-level recruitment experience which may range from four to ten years.
Senior Corporate Recruiter Tasks
May be involved in writing and placing advertising for open positions in publications; online and print.
Source, screen and interview applicants to obtain information on work history, training, education, and job skills for open positions; may utilize ATS.
Arrange for interviews and provide travel arrangements as necessary.
Establish and maintain relationships with hiring managers to stay abreast of current and future hiring and business needs.
Advise managers and employees on staffing policies and procedures.