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Author Topic: Corporate Recruiters as Active Headhunters  (Read 1404 times)
CE Hunter
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« on: February 14, 2008, 06:56:01 PM »
It used to be frowned upon for a Corporate Recruiter to be calling into competitors and stealing their staff.  In the past year I have seen a change in HR Corporate culture on this subject.  HR Recruiting teams are growing and agressively recruiting without fear of a "slap on the wrist" from the CEO.  Thoughts?
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BobG
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« Reply #1 on: February 15, 2008, 08:43:14 AM »
Some managers believe it is easier to hire their competitors' good employees than it is to hire their own good employees.

Bob Gately
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Bob Gately, PE, MBA
MetznerGroup
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« Reply #2 on: February 28, 2008, 04:42:58 PM »
CE Hunter this is a very sensitive topic.  A corporate recruiter directly calling into a competitor's company can still be viewed as unethical and in some cases may start the recruiting war of days gone past.  Would be interested in hearing some Managers comments on this... Shocked
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Carol A. Metzner
TheMetznerGroup, LLC
www.themetznergroup.com
hintons
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« Reply #3 on: March 02, 2008, 09:44:18 AM »
In the CE industry, direct recruiting happens all the time. Employees and managers do it instead of the corporate recruiters. Now that some of the corporate recruiters are being asked to recruit from competitors by their senior management, it is suddenly unethical.
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RobertAB
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« Reply #4 on: March 02, 2008, 03:40:43 PM »
You know, I'm not sure if it is unethical, it is just that the process has evolved.  Up until three or four years ago it was frowned upon  Sad when CE firm representatives would cold call the competition.  The normal methods of newspaper ads, networking amongst those you know, running ads on association sites & job boards were, well, the norm.  I suppose that with the increase in demand for CE talent, along with corporations evaluating how much money they were spending on recruiting fees, they have decided to keep much of the recruiting in house now.  MANY CE firms are now hiring experienced agency recruiters to come and work in house and perform the exact same functions as they were doing with the agencies, INCLUDING COLD CALLING.  It's one thing to post jobs, search the internet job boards for resumes and promote exciting referral incentives for employees.  But I believe for corporate recruiters to be cold calling the competition comes across as cheesy & desperate. 
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tbridges
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« Reply #5 on: March 07, 2008, 11:31:18 AM »
I've been a recruiter for about 8 years.  I've never understood why what we do is considered "stealing" employees.  I have yet to kidnap anyone and force him to take a new job against his will. I strongly believe that we offer a great service to people, if it is done with tact, honesty and courtesy.  The candidate pool is simply too thin to sit back and wait for candidates to come to us.
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Corp Recruiter
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« Reply #6 on: March 07, 2008, 04:14:37 PM »
What, and leave all the fun to the Agency Recruiters?  Wink Good employees have to come from somewhere, and a good recruiter will go where needed to get them.

I have to disagree with RobertAB's comment "But I believe for corporate recruiters to be cold calling the competition comes across as cheesy & desperate."    I think it shows that the company is dedicated to hiring the best people it can find, and to bring on a person who specializes in finding that person only makes the most sense. 

What really needs to happen is for more students to go into the CE field so there is more talent.  Then the pool won't be so shallow.  I was recently speaking with the Department Chair at a large well respected engineering school.  He told me that he has less students going into CE than in 1970.  Now that is scary.
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PSI-HR Guy
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« Reply #7 on: March 20, 2008, 02:44:36 PM »
It's not the calling into your competition that displays poor judgement, it's the tact that is used when calling.  I get calls from aggressive recruiters on my direct work line quite a bit and find it very annonying that he/she wants to pinpoint me on specific answers even when I tell them my boss is right in front of me.

However, I will call back if they ask if there is a better time or after work without the prescreen questions thrown at me.  It's all about tact.  I was a headhunter for 10 years, always respected my candidates space and never had a problem with it.  I think many of todays so called headhunters need to review "Recruiting 101" and learn recruiting etiquette. 

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Ryan Correll
Human Resources Coordinator
Professional Service Industries (PSI)
1901 S. Meyers Road, Suite 400 - East Tower
ryan.correll@psiusa.com
www.psisua.com
Corp Recruiter
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« Reply #8 on: March 20, 2008, 03:37:03 PM »
I agree with PSI-HR Guy... Every phone call I make to a candidate, cold or not, starts out withme introducing myself, then asking, "Is this a good time to talk?"  If not, I get their email and shoot them my contact info, pointing out my mobile number. 

I don't want to take a person away from earning their paycheck and doing their job, and in the meantime hurting their company.

I think most recruiters, myself included, are still taking calls late into the evening, right?
« Last Edit: March 20, 2008, 03:38:57 PM by KCR » Logged
HR Pal
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« Reply #9 on: April 10, 2008, 10:53:45 AM »
I also know the reality of recruiting but there still some negative feelings/ opinions of company recruiters calling into the competition. The senior leaders/ CEOs of yesterday, are still those senior level people today and I don't believe their thoughts have evolved.

I might not use the terms "cheesy" but I do think it has a funny smell to it...the perception of "stealing" is there and it just isn't thought of in a positive light. I wouldn't want my staff/ team/ EE or ER being thought of in that light.

Also, I don't believe these calls come during the working person's lunch or "off duty" time. They are generally made during a time when the employee should be working. And lots of times there is not a time made to talk later, off the clock. KCR makes some good points about not taking away from the person or the company's time.
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CE Search Consultant
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« Reply #10 on: April 30, 2008, 08:54:35 PM »
So what do Corporate Recruiters get paid anyway?  Is it unrealistic for a Sr. Recruiter or Director of Talent acquisition to pull down $ix Figure$?  Huh
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CE Hunter
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« Reply #11 on: May 01, 2008, 08:34:16 AM »
Having placed Recruiters, Managers, Directors and up in HR in Civil Engineering companies across the US, I have seen base salaries for junior recruiters starting at $40,000 and Vice Presidents of Talent Acquistion/ Chief Recruiting Officers at the large publically held firms salaries up to base salaries of $300, 0000 (check it out online) with most senior recruiters earing in the low $100,000s. 
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