How to Be Field Recruiter - Job Description, Skills, and Interview Questions

Oct 13, 2022 / 5 Minutes Read / By Albert

How to Become

Professional Organizations

FAQ

Links

The global pandemic of COVID-19 has caused dramatic changes in the field of recruiting. With social distancing protocols in place, recruiters have had to adapt quickly and leverage technology to continue to find and hire qualified candidates. Zoom, Skype, and other video conferencing applications have become commonplace for initial candidate screenings, as well as for interviews and onboarding.

This shift has also increased the need for recruiters to be tech savvy and understand how to navigate these applications. recruiters are having to rely more on digital tools such as applicant tracking systems and social media channels to identify and reach out to potential job seekers. As a result, recruiters must be able to take a more creative approach when it comes to sourcing talent in order to stay competitive.

Steps How to Become

Obtain a Bachelor's Degree. A bachelor's degree is the minimum educational requirement to become a field recruiter. Consider majoring in human resources, business or another related field to gain the necessary knowledge and skills for the job.
Develop Professional Skills. Field recruiters must possess certain skills to be successful. These include excellent communication and interpersonal skills, critical thinking abilities, and strong organizational and problem-solving skills.
Gain Experience in the Field. Employers prefer to hire candidates with experience in recruiting. Consider interning at a staffing agency or volunteering at a career fair.
Become Certified. The Society for Human Resource Management (SHRM) offers a Certified Professional in Human Resources (CPHR) certification to individuals with at least two years of experience in the field. This certification can help you stand out from other candidates.
Join Professional Organizations. Joining professional organizations such as the National Association of Colleges and Employers (NACE) or the American Staffing Association (ASA) can help you stay up-to-date on the latest industry trends and connect with other recruiters.
Apply for Jobs. Once you have the necessary qualifications, search for open positions on job boards such as Monster, Indeed, and LinkedIn. Make sure to include a tailored resume and cover letter to each application.

Recruiting reliable and capable employees is essential for any business. To ensure that the right employees are hired, employers must take the time to create a comprehensive recruitment process. This process should include job postings, reviewing applications, conducting interviews, and performing background checks.

By investing in a thorough recruitment process, employers can identify the best candidates who will bring the necessary skills, knowledge, and experience to the job. Doing so will also help to reduce turnover and increase job satisfaction, as well as minimize the costs associated with hiring the wrong employee. a well-thought-out recruitment process is key to finding reliable and capable employees.

You may want to check IT Recruiter, Sales Recruiter, and Talent Acquisition Strategist for alternative.

Job Description

Human Resources Recruiter
Talent Acquisition Specialist
Corporate Recruiter
Technical Recruiter
Campus Recruiter
Executive Recruiter
Contract Recruiter
Diversity Recruiter
Healthcare Recruiter
Remote Recruiter

Skills and Competencies to Have

Knowledge of current recruitment practices, policies and procedures
Excellent communication and interpersonal skills
Ability to quickly build relationships with candidates and hiring managers
Ability to understand complex technical requirements
Ability to source, screen and qualify candidates
Expertise in using applicant tracking systems and other recruitment technology
Knowledge of industry trends related to recruitment
High level of professionalism and discretion
Ability to work in a fast-paced environment
Ability to multitask and prioritize tasks efficiently
Strong problem solving and decision-making skills
Organizational skills and attention to detail

Recruiting is a critical component of any businesss success, as it ensures the right talent is in the right roles and that the company maintains its competitive edge. The most important skill to have when recruiting is the ability to effectively assess candidates qualifications and skills. This means being able to quickly and accurately identify a candidates strengths and weaknesses, as well as their potential for success in the role.

It also includes the ability to properly evaluate a candidates cultural fit for the organization and to effectively communicate expectations. When recruiters have these skills, they can make sure they are selecting the best possible candidates for the job. This in turn leads to improved team performance, better job satisfaction, and higher retention rates, all of which can benefit the companys bottom line.

Diversity Recruiter, Part-Time Recruiter, and Social Media Recruiter are related jobs you may like.

Frequent Interview Questions

What experience do you have in field recruiting?
How have you managed and developed relationships with outside recruitment agencies?
What strategies have you used to identify and attract qualified candidates?
How do you ensure you are staying up to date with the latest recruiting trends?
How do you use data in your recruiting decisions?
What processes do you typically follow when conducting interviews?
How do you handle difficult conversations or objections with candidates or hiring managers?
What techniques do you use to ensure a positive candidate experience during the recruitment process?
What tools and technologies do you use to streamline the recruitment process?
How do you measure the success of your recruitment efforts?

Common Tools in Industry

Applicant Tracking System (ATS). This software helps recruiters organize, track, and manage job applicants. Example: Jobvite.
Resume Parsing Software. Software that automatically extracts data from resumes into fields that can be uploaded into an ATS. Example: JobScore.
Video Interview Platform. Software that allows recruiters to conduct interviews with job candidates via video. Example: Zoom.
Social Recruiting Platform. Software that allows recruiters to source and engage with job seekers through social networks. Example: LinkedIn Recruiter.
Recruitment Marketing Platform. Software that helps recruiters create personalized and targeted campaigns to attract quality candidates. Example: HireVue Engage.
Candidate Relationship Management (CRM) Software. Software that helps recruiters manage relationships with job applicants throughout the recruitment process. Example: Bullhorn.
Job Aggregators. Platforms that pull job postings from multiple sources and post them in one place for job seekers to find. Example: Indeed.
Referral Management Platforms. Software that helps recruiters maximize employee referrals to find quality candidates. Example: Reflektive.

Professional Organizations to Know

Association of Talent Acquisition Professionals
National Association of Professional Recruiters
Society for Human Resources Management
In-House Recruitment Network
National Recruiting Network
Recruiters Network International
Global Recruiting Network
Institute of Recruitment Professionals
American Staffing Association
International Association of Employment Web Sites

We also have Pharmaceutical Recruiter, Aerospace Recruiter, and Recruiting Coordinator jobs reports.

Common Important Terms

Job Order. A job order is a request from an employer to a staffing agency or recruiting firm to fill a specific role or set of roles.
Job Description. A job description outlines the duties, responsibilities, and expectations associated with a particular job.
Recruiting Process. The recruiting process involves the steps taken by recruiters to source, select, and hire the best candidate for an open position.
Recruiting Strategy. A recruiting strategy is a plan of action that outlines how recruiters will find and attract qualified applicants to fill open positions.
Applicant Tracking System (ATS). An applicant tracking system (ATS) is a software program used to manage the recruitment process. It enables recruiters to search, track, and store candidate information.
Pre-Screening Interview. A pre-screening interview is a short conversation between a recruiter and a candidate to determine if the candidate is a good fit for the role.
Reference Checking. Reference checking is the process of contacting an applicants references to verify information provided on their job application or during the interview process.
Onboarding. Onboarding is the process of orienting and introducing new employees to their roles and the organization.

Frequently Asked Questions

What is Field Recruiting?

Field Recruiting is a hiring practice in which recruiters go out into the community to find, source and engage potential job candidates. It involves connecting with people in person, via online platforms and other outreach activities.

What skills does a Field Recruiter need?

A successful Field Recruiter needs strong interpersonal, communication and networking skills, as well as the ability to build relationships with candidates, employers and other stakeholders. They should also be able to identify and assess talent, understand labour markets, and have strong problem-solving abilities.

What is the average salary for a Field Recruiter?

According to PayScale, the average salary for a Field Recruiter is $48,939 per year. However, salaries can range from as low as $35,717 to as high as $68,003 depending on experience, location and other factors.

What is the typical career path for a Field Recruiter?

The typical career path for a Field Recruiter involves starting as a Recruiting Coordinator or Junior Recruiter, then progressing to a Senior Recruiter or Manager of Talent Acquisition. From there, some may eventually become Directors or Vice Presidents of Talent Acquisition.

What are the most important responsibilities of a Field Recruiter?

The most important responsibilities of a Field Recruiter include sourcing and networking with potential candidates; conducting initial interviews; assessing candidates' skills and qualifications; presenting job opportunities to applicants; and providing feedback to employers.