The Difference Between Headhunters, Recruiters and Sourcers ?

Headhunters: Normally recruit a senior level professional for a company through personal contact. Headhunters contact the senior level professionals in the industry secretly and arrange interview with the top management of the company who would like to recruit seasoned professional.

Recruiters: Normal HR function.The position is advertised in paper or in website and normal recruitment process follows i.e. shortlisting, written test, interview, group performance assessment and final selection thereof.

 Sourcers: The sourcers (individual contractors or labor suppliers) are used when there is immediate need for mass recruitment of labors, cleaners, security guards, construction workers etc. The sourcers are mainly used for temporary or short terms recruitment only.

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The Difference Between Headhunters, Recruiters and Sourcers Resource Consultant and Recruiter In the recruiting industry there are several terms used to describe an individual that works with companies to fill open positions. The different types of roles are: § Headhunter § Recruiter § Sourcer In addition to understanding the different types of roles used within the recruiting industry, it is also important to understand the different places that they work. headhunter is an individual hired by a corporation to locate a suitable candidate with a certain skill set. The skill sets are often harder to find or require a certain background. How They Work: Headhunters are typically independent consultants or work within a recruiting agency. They are hired and paid by a company and may be working with and for multiple companies at any given time. They may specialize in a certain industry or field. For Acacia HR Solutions 

Keep in mind titles will vary by company, but here’s a general outline of who’s who in recruiting:

These hiring professionals find candidates that meet a job’s requirements. Depending on the company, a sourcer may also send your first initial email about the role. She may also be your main contact until the on-site interview.

A sourcer will understand the job requirements but typically will not work with the hiring manager. This means she might not be the best person to contact about getting in touch with your would-be team.

Sourcers also have quotas for how many candidates they must find and hire. This pressure can help or hurt you – if you’re a good candidate, you’re giving the sourcer one more opportunity to reach her quota. If you barely reach the job requirements, you might not hear back.

Some sourcers are also contractors, meaning they are not full-time employees of their company. As such, sourcers might not have information on company culture or might not have strong loyalty to their brand.

WHEN TO REACH OUT:

When you know you surpass the job requirements, reaching out to a sourcer may be effective.

A recruiting coordinator will schedule interviews with candidates. As an on-site candidate, you will usually first meet your recruiting coordinator for an overview of the day.

Just like sourcers, recruiting coordinators usually do not work with the hiring manager/team. Coordinators are more concerned about the operations of a hire rather than the quality of a candidate.

Also like sourcers, recruiting coordinators can be contractors. This might be problematic because, by definition, contractors are temporary employees. Contractors may not have as strong as an interest in the company’s success as a full-time recruiter.

WHEN TO REACH OUT:

Keeping a coordinator’s responsibilities in mind, reaching out might not be effective. You may get lost among the other emails and interviews she already has on her plate. Avoid if possible.

The plain vanilla recruiter does it all. She works with the hiring team to define a job description, sources candidates externally and negotiates hiring terms.

Recruiters are the best type of HR professional to contact. They know all about the role, typically don’t have a quota looming over their heads, and they can influence the hiring decision directly. Getting to know your recruiter will only help your chances in landing that offer.

Recruiters also tend to be full-time employees. They can speak to the company’s culture well and have a vested interest in the company’s success. And that success starts with who the company hires.

WHEN TO REACH OUT:

Reach out when you want to learn more about a role, the hiring team, or about the company. Recruiters have this info, are securely employed by their company, and can help the hiring decision.

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Again, the above is a generalization of common recruiting roles. Responsibilities and influence vary by company, so use your own discretion when reaching out.

Don’t fall into the trap of thinking everyone can help – not all “recruiters” are the same. Use this knowledge to target your communications, save time and ultimately get the job you deserve.

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