For a Talent Lost member working with the right independent recruiter is crucial in securing a new professional job. Finding the right independent recruiter for presenting a Talent Lost member to a hiring manager or corporate HR talent acquisition professional is not easy. All independent recruiters are not equal.
The purpose of this independent recruiter study is providing information a Talent Lost group member can use to identify independent recruiters who can be an advocate for Talent Lost members, in their job searching process.
The following analysis was conducted using CyberCoders recruiter page.
CyberCoders recruiter page is dedicated to presenting recruiters to employers, who have job openings, and would benefit from using their services. It lists a brief bio of the factors to consider when selecting any recruiter to assist in securing quality job applicants.
The data was collected over several months. During those months recruiter staff were removed and added to the page. The total population of the study was 319 recruiters.
The recruiter page is a sales solicitation. Each recruiter describes his or her qualities and several other attributes that would enhance their chances of an employer selecting them for fulfilling a job order. By reading each bio, we were able to extrapolate quantitative and heuristic values for use in the analysis.
The common values extrapolated are industry experience, industry knowledge, only job, college degree, recruits using degree, and work experience composing the six raw data categories. From these categories we were able to quantify nine observations.
Did you work in the industry you are recruiting for? As an example, if you worked as a programmer and recruit programmers. You could have worked in operations and you would still get credit for industry experience. It is not a rigid category. However, working in a sales capacity for a software company doesn’t constitute experience, unless you are recruiting for salespeople otherwise, that falls under the category of Industry Knowledge
Do you know about the industry based on associations or business ownership? As an example, a software salesperson is in the technology industry but they do not have industry experience as a programmer however, they still have industry knowledge. Another way to look at it is, everyone who has industry experience has industry knowledge but everyone who has industry knowledge may not have industry experience.
Is your entire work experience in recruiting? It could be one recruiter or several recruiters combined. You may have worked in other places, but your bio didn’t indicate it as something of value. Your bio reflects your focus only on recruiting, any other work experience is meaningless. Some recruiters may mentioned they bounce around and then found their calling in recruiting. Obviously they had other jobs besides recruiting but they describe the experience as meaningless.
Do you have a college degree? Attending college but not graduating doesn’t count. When someone has a college degree they mention it when someone didn’t graduated they say attended college.
Recruits Using Degree
If you do not have work experience in the field you are recruiting but have studied programming in college, then credit is given because of the knowledge learned about the professional. Another example, an accounting major recruits for accounting industry.
Other than recruiting what other type of work experience do you have.
How many years’ experience do you have in recruiting.
The below graph quantifies the nine observations derived from analyzing CyberCoders recruiting staff. For a talent lost member the most startling finding is only 4.39% of recruiters actually have work experience in the professional environment they are recruiting.
The data analysis resulted in nine different groupings. Below is the definition of each column representing with the findings:
% of Staff First Job Out of College
This percentage (38.56%) is all the staff members who entered the industry right after college.
% of Staff First Job Out of College with Recruiting Experience
This percentage (10.97%) are all the staff members who entered the industry right after college and has more than 1 year of recruiting experience. These people not only mentioned this is there first job but also added in their recruitment experience in years, to enhance their qualification to the prospective employer or person assigning job orders to outside recruitment agencies.
% of Staff That Have Recruiting Experience
The percent (37.93%) of staff that have more than 1 year experience in recruiting.
% of Staff That Have Prior Work Experience
This is the percent (4.39%) of total staff that have work experience in the field they are recruiting. If they recruit in multiple disciplines but have experience in only 1 they are still given credit. It is derived from the raw data category of industry experience.
% of Staff as First Job (Including College)
This percentage (69.28%) is all the staff members who entered the industry right after college or without college. Another interpretation is 69.28% of the staff first job is recruiting. Although they may have experience in other things they are not listed because the work has meaningless value to help an employer make a decision based on qualifications.
% of Staff That Had Other Jobs Than Recruiting
This percentage (30.41%) represents all recruiters who held jobs in another industry. Almost 31% of the recruitment staff had experience in another line of work or 69% only had work experience in recruiting. They listed the type of experience they had before becoming a recruiter.
% of Staff That Had Other Jobs Than Recruiting in a Sales Capacity
Of the recruiters who held other jobs than recruiting 56.70% was in a sales capacity. Another way of looking at it is around 57% of all the work experience prior to recruiting was in sales.
% of Staff Using Their College Degree to Assist with Recruiting
This is from the raw data category of Recruits with Degree (6.58%). It is intended to give an advantage to someone who academically practiced in a profession they are recruiting.
% of Staff with More Than 5 Years Experience
The percent of recruiters who had 5+ years experience is 23.82%. The recruiters with 10+ years of experience is 17.55%
Robert Half recruiting agency did not list all their recruiters with credentials to perform a study however their meet our people webpage does show a pattern resembling the above analysis. The site listed 6 staff members with a brief description of their professional experience.
Tracy Emken, Princeton, N.J
I did inside sales support for a technology company
Neil Owen, London
Before joining Robert Half, I competed full time as a track and field athlete. I was a 110 meter hurdler and regularly competed in international meets.
Avalee Prehogan, Ottawa, Ontario
I was a teacher for eight years and in sales for five years.
Valérie Sablé, Paris
Before joining Robert Half, I had a commercial job in a completely different industry than staffing. I was also responsible for training new arrivals. The commercial dimension, combined with my interest for human resources, pushed me toward staffing and Robert Half.
Phil Sheridan, Birmingham, England
I began my career as a chartered accountant at a global accounting firm. Fortunately for me, I was not a very good accountant, so I was happy to take the risk and find a job that I love!
Billie Watkins, Chicago
I was an Assistant Attorney General for the Louisiana State Department of Justice and practiced law for 10 years before coming to Robert Half.
The analysis of CyberCoders recruiters reveals it is composed of sales oriented and predominately entry level workers. Their qualifications focus on demonstrated sales experience or enthusiasm. Most of the experienced recruiters have been for their entire career. Very few recruiters have a peer relationship with their customers, they have a vendor one. They are lacking industry experience; never worked in the profession they are selling recruiting services.
Unfortunately other recruitment agencies or professional staffing firms do not list the individual qualifications of their staff members; however Robert Half did list several people with the same pattern as CyberCoders.
Most CyberCoders recruiters have never performed management level work (supervisors are not managers). Having a recruiter who has never held any job of responsibility for others and never had financial or budget responsibilities would be limited in their understanding of what hiring managers look for in a management capacity. The recruitment process and the environment of independent recruiting is taught from a sales perspective.
For a Talent Lost group member an optimal recruiter is one who has a peer relationship as well as a strong vendor relationship, there are few recruiters who fit those qualifications from CyberCoders, as I suspect, in any independent recruiting agency. However, when you find a recruiter who can represent a Talent Lost group member their credentials speak for themselves. A perfect example is a recruiter at CyberCoders named Rhona Kannon. Her credentials exemplify the qualities needed in a recruiter to assist a Talent Lost member in the Information Technology profession.
This doesn’t mean recruiters who don’t have the qualifications to assist Talent Lost Group members are not successful at their craft. However, when discussing your career with a person of Rhona Kannon’s credentials you are having a peer relationship conversation, much like the hiring manager. Your time will not be wasted. She understands what the market wants and would only present your resume if they thought it was a good fit. She knows how your experience can be applied to satisfy an employer and can be more vocal with the hiring manager.
Locating independent recruiters who do have the qualification to assist Talent Lost Group members is a challenge, but if you know what qualities to look for they can be of great assistance in your job searching.