OCCUPATION THESAURUS

RECRUITER



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HELPFUL TIP:

There’s probably a good reason why your character chose their career. Think about how certain talents and skills, a dominant positive or negative trait, or even an emotional wound might have influenced this decision. And once they're on the job, don't forget about the many work-related conflict scenarios you can throw at them to create tension and add complications.
OVERVIEW:
A recruiter is a human resource specialist who seeks out, vets, and interviews potential job candidates for the management to consider for a specific position before referring them onward. They may be a recruiter within their own company (an internal recruiter), looking to fill positions that come up, or they may be hired as a third party by a firm, tasked to look for potential matches for a particular job placement (an external recruiter). These individuals tend to be well-connected and tech-savvy, using Linked In, social media and special databases they have access to when they search for potential job candidates. If one is found, they then will reach out to see if the person is interested in the position (regardless if they are currently employed or not). This type of recruiter is also known as a headhunter.

People might recruit for a business, a big project (like a new condo build or office building high rise), do executive searches for high-level executive positions, recruit athletes for a sports agency or university, seek enlistees for the military, or many other areas.

People looking for work may also seek out a headhunter in hopes of finding employment quicker. They do not pay for this service as the headhunter will be paid by the business they are contracted to should there be a suitable match.

NECESSARY TRAINING:
To become a recruiter most require a bachelor's degree in human resources or business administration. There may be certification programs that one must finish prior to being hired as a recruiter.

Recruiters must be extremely detail-oriented, observant, and learn the art of influence. Because recruiters can succeed or fail on reputation, being honest and building trust with their employers and prospective candidates is key. They should be determined to find the best match possible every time, not just fill positions with whomever has a passing fit. Depending on their resources, they may invest time and money "wooing" a particular client to secure a contract with that company.

Paying attention to the little things, and being an expert in the ability to perform well in an interview room, a recruiter will use their skills to help a candidate. For example, should they know what a prospective employer is passionate about aside from work, they may, upon discovering a candidate has the same interest, suggest this might be beneficial to bring up during the meeting as a way to form a bond in the interview room. However, this must be done authentically and in the right situation, not as a way to encourage an employer to overlook the faults and shortcomings of a mediocre match.

USEFUL SKILLS, TALENTS, OR ABILITIES:
A KNACK FOR LANGUAGES, A KNACK FOR MAKING MONEY, CHARM, EMPATHY, ENHANCED HEARING, ESP (CLAIRVOYANCE), EXCEPTIONAL MEMORY, GAINING THE TRUST OF OTHERS, GOOD LISTENING SKILLS, HAGGLING, HOSPITALITY, MAKING PEOPLE LAUGH, MULTITASKING, PROMOTION, READING PEOPLE, WRITING

HELPFUL POSITIVE TRAITS:
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HELPFUL NEGATIVE TRAITS:
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EMOTIONAL WOUNDS THAT MAY HAVE FACTORED INTO THIS OCCUPATION CHOICE:
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SOURCES OF FRICTION:
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PEOPLE THEY MIGHT INTERACT WITH:
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HOW THIS OCCUPATION MIGHT IMPACT ONE'S BASIC NEEDS:
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TWISTING THE STEREOTYPE:
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REASONS THE CHARACTER MAY HAVE BEEN DRAWN TO THIS PROFESSION:
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