Who is a Researcher
A resecher (from "research") is an employee who is responsible for finding and selecting resumes for a specific profile and requirements. The Recruiter from IT Placement Agencies researches in detail the work experience, education, desired income level, age, skills and tasks faced by the candidate and then collects a pool of suitable resumes.
In other words, he or she screens resumes for further stages of the selection process. This is the initial step where the professional journey in HR begins.
Talent acquisition is a constantly evolving industry. As the market becomes more competitive, finding talent for any position becomes more challenging. This often means that a more detailed breakdown of roles is key to effective staffing decisions. Therefore, as part of a broader talent acquisition strategy, a resourcer is an integral element of an effective hiring process.
However, the position of a resourcer is often misunderstood: what does this specialist actually do on a daily basis and how does this role integrate into the overall talent acquisition strategy?
A resourcer uses active recruiting methods to find both active and passive candidates. Simply put, a recruiter searches for candidates and invites them to an interview.
Job responsibilities of a recruiter
The main responsibilities of a recruiter are to interact with potential candidates on social networks and professional communities (e.g., Linkedin, Facebook, Instagram).
In addition, the specialist must:
- write and send letters to candidates;
- coordinate with hiring managers to determine the requirements for the position;
- Identify candidate profiles that are suitable for the company;
- use different search methods;
- develop schemes for the most effective search for the best candidates;
- measure the conversion rate (the number of passive candidates who turn into active candidates, receive an invitation for an interview and become employees);
- promote the employer"s brand online and offline;
- fill in the candidate database (for example, through an applicant tracking system).
Differences between a reseller and a recruiter
The words "reseller" and "recruiter" are often used in the recruiting industry. These terms are related, but still have differences. Let"s see what the main difference between a recruiter and a reseller is.
Reseller
A reseller works in the early stages of the hiring process. These specialists search for candidates, work with questionnaires, social networks, and recommended candidates. The main task of a recruiter is to convince people to apply.
Recruiters use social networks, find competitors" employees, and search for resumes that fit. Finding candidates is an important part of the hiring process. When a resourcer finds a suitable candidate, he or she passes them on to a recruiter, who continues the hiring process.
Recruiter
The work of a recruiter begins where the work of a reseller ends. Recruiters communicate with candidates, give them test tasks, and conduct interviews.
Recruiters are also responsible for administrative tasks. They post jobs on job boards, review applications, coordinate interviews, and more.
The intersection of recruiting and resourcing
Sometimes recruiting and resourcing are combined. One person can fulfill both roles. A recruiter can look for passive candidates and collect active candidates from job postings. He or she will then review all the applicants and select the best ones.
In a small company, a recruiter is likely to search and hire staff. Search and recruitment will be combined into one process. When this happens, the person involved in searching and hiring personnel is often simply called a recruiter. In large companies, the presence of both specialists is justified. This makes it possible to make the hiring process more optimized and efficient.
Reseller skills
The job of a reseller in any organization is important because the quality of talent in a company determines how successful it will be. Finding quality candidates who fit the organization in terms of both skills and personality falls on the shoulders of a specialist. In order to be productive and do their job well, a recruiter must be competent.
Ability to think without limits
The emergence of the Internet and social media has made this competence essential for any reseller. Everything in the world is changing too fast, and many industries have long been using artificial intelligence, chatbots, and other modern technologies. Therefore, a reseller should be in the know and keep up with the progress.
Social media is also affecting the way organizations work and opening up new ways for potential candidates to showcase their skills. Companies are also taking this trend into account, and are increasingly hiring people through Facebook, Twitter, and other social networks.
A reseller must change with the times and be able to identify opportunities that others are not looking at. An effective reseller should not be limited by the rules, but should move forward and be creative.
Willingness to develop new skills and become better
In today"s ever-changing world, what was once considered the only possible solution may be discarded and forgotten. A researcher should be open to new methods of search and develop their professional skills.
Technical knowledge
A resourcer is the first person in the company with whom a candidate comes into contact. If they cannot show that they understand the knowledge required from the candidate, they will most likely be ignored.
Candidates want to be evaluated by people who understand their field of work. If this does not happen, both the candidate"s impression of the company and the employer"s brand may suffer, as many candidates like to share bad experiences after unsuccessful interviews on their social networks and forums.
