Opportunities abound for recruiters, both inside organizations and with recruitment agencies. The rewards of being a recruiter range from tangible, measurement benefits to the intrinsic feeling you get from helping people, whether they are applicants or colleagues. As a recruiter, you have the opportunity to create your own destiny. You may start with an HR department and end up as a contract recruiter, perhaps running your own recruitment and placement agency.
In a busy HR department, the rewards of being a recruiter are enormous. Sourcing candidates, writing job postings, interviewing a wide variety of applicants and providing recommendations to hiring managers on suitable applicants are the major responsibilities of a recruiter. These in-house tasks allow you to develop job skills that you can transfer to a number of positions in talent acquisition — the HR discipline that includes recruitment and selection. In addition, recruiters who become experts in their field can prepare for management roles.
Recruiters who specialize in certain fields, such as IT and healthcare, may be in high demand based on the growing number of occupations in those fields. The U.S. Bureau of Labor Statistics predicts that sectors of healthcare occupations will rise 34.5 percent and technical jobs 25.9 percent between 2010 and 2020. In addition to being in high demand, recruiters who develop a specialty area have numerous career opportunities available to them based on their knowledge. They may have expertise in recruiting high-level candidates, such as chief information officers and hospital executives, for example.
Recruiters are generally motivated to help others, and they experience gratification by helping people find jobs. A recruiter makes an impact on an applicant’s livelihood, enabling the individual to support her family and her lifestyle. Watching an applicant move from the beginning stages in her job-search process to employment gives a recruiter a sense of purpose that not all jobs can provide. For some applicants, recruiters are more like career coaches and motivators for job seekers, particularly for applicants who are new to the workforce and unfamiliar with how to complete an application or interview.
Credibility and Trust
In many instances, recruiters provide hiring managers with recommendations about applicants they believe should move forward in the selection process. Working closely with hiring managers establishes the recruiter’s credibility, which is a reward that recruiters seek. The more insightful the recruiter, the better his credibility is with selecting suitable candidates. Gaining the trust of hiring managers is another reward that comes from making sound recommendations to hiring managers who may focus more on department operations than recruitment and selection.
Time and Money
As a contract recruiter – a placement expert who works independently and not within a company’s HR department — you have the flexibility to work as much as you want, which can translate into high wages. According to RecruiterTrainingOnline.com, a recruiter who works on a commission-only basis can earn between 30 percent and 50 percent of what he brings to the recruitment agency from fees paid by employers.
The U.S. Bureau of Labor Statistics put the mean annual wage for employment, recruitment and placement specialists at $54,530, as of 2009. According to the Recruiter Compensation Report 2010 compiled by RecruiterTrainingOnline.com, the mean salary for recruiters in the United States and Canada was $93,615 a year. As an independent recruiter, you may create your own schedule and work fewer hours than you would in a full-time job in an HR department. This gives you time to enjoy personal pursuits or achieve a better work-life balance.