Recruitment managers are oftentimes essential to finding and hiring talent that will have a positive impact on your company. Therefore, understanding the core skills that a recruitment manager needs to possess is key to hiring recruiters that are agile and can save you time and money.
In this article, we’ll explore the fundamentals for hiring and managing recruiters effectively. Moreover, we’ll provide valuable information on where to connect with the most talented recruitment and HR professionals out there.
This article covers:
- Recruitment Managers 101
- Difference Between Recruiter and an HR Manager
- Recruitment Manager and Hiring Manager: How Do They Work Together?
- The Key To Writing a Good Recruitment Manager Job Description
- Recruitment and Management of Your Employees
Generally speaking, recruitment managers oversee the hiring process of a company. They generally poses great leadership skills and the ability to think strategically, plan long term, and ability to multitask.
In smaller companies, recruitment is usually done in-house by the department heads. As a company grows, it tends to establish an HR department. Traditionally, this department then takes over the role of finding a good candidate. In larger organisations, recruitment is either done internally by the recruitment manager or externally by partnering up with a recruitment agency.
The recruitment manager has several responsibilities and understanding the core skills of recruitment officers will help you find the best candidates. These include:
- researching and knowing where are the best places to recruit staff from
- conducting interviews with candidates for positions within the company
- managing the overall recruitment process within the company
- understanding employment law and making sure that the company behaves accordingly
- managing employee databases
The recruitment manager provides advice and support to other departments within the business. For instance, if there are particular skills gaps in a department then they might work with the training and/or HR department who will advise recruiters on which candidates to search for. In some cases, this role might be split into two roles, such as an internal recruitment manager and an external recruitment manager, each taking responsibility for recruiting within their own field.
Recruiting managers often work long hours to match candidates with job openings and to fill positions quickly. They must be able to negotiate effectively with candidates and be able to come up with creative solutions when problems arise during the recruitment process. But how much does a recruiter get paid?
According to Salary, a user-reported salary database, the average recruiting manager salary in the United Kingdom falls between £43,735 and £84,500. Higher salaries are typically awarded for experience and training, so it’s essential to negotiate the pay based on the professional’s work history.
There are plenty of online resources designed to aid and optimise your hiring process. Many companies look to niche job boards and applicant tracking software to save time and money and expand their reach. But what are the best job boards to find UK’s top talent? We did our research, and here are our top picks for finding a recruitment manager job in the UK and abroad:
- Reed: is the perfect portal to expand your reach and discover thousands of professionals working in people management. They offer a powerful tool to filter candidates located across any city or region within the UK and Ireland.
- Total Jobs: this platform works as a CV database, so you can connect with talent filtering by roles and experience. Furthermore, they offer great automation features, allowing to contact candidates in bulk.
- Indeed UK: probably the most used recruiting platform in the UK and beyond. It’s a powerful resource to connect with professionals. Moreover, it contains special features such as matching you with candidates according to your company budget.
Although both roles participate in the process of finding the right candidates, it’s important to distinguish the roles and differences between recruiters and HR professionals. In this section, you will find advice for recruiters aka. hiring managers and HR managers and how they can work together to bring the most talented people to your company.
So, what is the difference between a recruiter and an HR manager?
A recruiter, as the name suggests, is a person who recruits candidates for job openings within organisations. They are responsible for recruiting qualified candidates to fill vacant positions at an organisation or company. The recruitment manager will then recommend the best candidate to the HR department based on his impression during the interview process.
The HR manager, on the other hand, is responsible for maintaining workplace standards, employee relations, documentation, and employee benefits. They don’t necessarily fill positions; they develop and implement policies that attract employees to your organisation, train new hires, and help with any problems that arise. HR will work with applicants to determine whether or not they meet all the requirements of a set position. It’s their responsibility to ensure that the person is the right fit for the job and that they meet company standards before extending an offer of employment.
Good communication between both roles is essential to lead an efficient hiring process, resulting in successful recruitments.
A recruiter works with the HR department and the hiring manager to find, attract, and select great people to fill available positions. The recruiter also helps to negotiate offers and handle the paperwork. Roughly their work consists of:
- Finding qualified candidates. Candidates come from many sources, including employee referrals, resumes posted online, and employment agencies.
- Interviewing and screening candidates for the position by probing their experience and skills, asking about gaps in employment or education, checking references, etc.
- If a candidate looks good on paper, they schedule an interview to meet face-to-face (or virtually) and ask questions that will give a glimpse of their personality. They try and find talent with specific qualities and accomplishments the company or the organisation is looking for. Once they’ve interviewed all the applicants for a position, they summarise their findings so HR can make the final decision.
Looking for advice for hiring managers and recruiters? As always, good communication is key! If there’s anything that’s left unclear, make sure to send a message to the hiring manager before starting your search for talent.
As a recruitment manager, writing a good job description is a very important part of the recruitment process. In your job description, you’ll want to convey what working in that company will be like to attract the best talent. Therefore, writing it as a story of how the set company will contribute to its employees’ both professional and personal development is a great approach.
When writing your recruitment manager job description, remember that it’s an opportunity! You need to “sell” the organisation or company as much as you need to “sell” the vacant position. Highlight to potential candidates what are they expected to do at your company as well as the opportunities and benefits your company offers. Focus on the reason as to why was the vacancy created. Inform them of what will they be expected to do once they’ve joined your team. The more precise you can be, the better. But also, don’t forget to be realistic. Using adjectives that denote an inflated set of experiences can scare off good candidates.
Lastly, we want to cover what tools you can use to drive an effective hiring process. As you might experience as a recruiter, managing your talent pool well is crucial to make wiser decisions.
But how can you control the flow of your company’s operations?
Using the right recruitment software is the key to optimising your work. Although Excel sheets and free databases can serve to manage your employees, it’s not enough to control the hiring process as a whole. If you are looking to effectively control recruitment and management processes, then you should invest in the right recruitment software.
Factorial – the best UK HR Software has a great Applicant Tracking Software. Moreover, it integrates with your favourite recruitment software such as Greenhouse and Workable.