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More Types Of Recruiters (June 30, 2003) - Shirley Renner is one of our favorite regular readers. A seasoned Recruiting manager, when she disagrees with us, we listen. On Friday, we said that "Strategic Partner" Recruiters were often less productive in quantitative terms but that their net contributions were immensely more powerful. She had this to say about the column:
In an entirely separate conversation, Tom Bahlo, the long term industry vet now developing Employment Engineering, helped us articulate a far broader range of Recruiting specialties. Tom says that there are about ten very different types:
After a bit of mulling, we think that it is even more complex than that. Recruiting is entirely dependent on the firm's cultural, economic and branding circumstances. It is reasonable to suggest that it is unique in each place that it takes root. Each of Tom's 10 types vary by volume, business model, setting, relationship length and a host of other factors. Each type requires different tools and processes to achieve their objectives. We agree with Tom and Shirley on a couple of key points: - When an HR manager constrains the budget so that only administrative recruiters can be hired, quality will suffer dramatically and quickly. - The tools needed by recruiters vary based on their specialty. We're going to take a very deep look at the range of recruiting specialization over the coming weeks.
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