It’s a “people business”. Recruiting can be a rewarding job for those who enjoy helping others find employment, fulfillment, and helping businesses find qualified candidates. It can also be challenging and demanding, as recruiters often work to tight deadlines and need to be able to quickly assess and screen job candidates. There’s much cyclicality to this role related to seasonal hiring and business cycles. However, above all the answer depends on your preferences and skills - and this is where Gyfted helps you understand what makes you tick and what you’re good at!

There are numerous things you can do to land a job in recruiting:

1. Gain experience: many recruiters have a background in Recruiting & Talent or sales. Many also have studied psychology and worked in a related field.

2. Develop a relevant network: networking is key in recruiting, as many jobs are filled through personal connections, referrals and the ‘hidden job market;. Attend industry events, join the LInkedIn groups that interest you (and be active in there).

3. Post on LinkedIn: develop an audience and post quality content of value to others in recruiting and potential hiring managers.

4. Get certified: some organizations offer professional certifications for recruiters, eg. Certified Professional Recruiter (CPR) or the Society for Human Resource Management-Certified Professional (SHRM-CP) certification. However, it’s less about certification, and more about your people skills, proactiveness and self-discipline

5. Tailor your resume: highlight your relevant experience and skills on your resume, and customize them to the specific job or company you are applying to. Remember that ATS use dysfunctional keyword parsing, so add relevant keywords to your CV.

6. Simply apply for jobs: look for open recruiting positions on job boards, company websites, and via your network. Although we all know that job search sucks..

7. Consider starting your own recruiting business, if you have the required knowledge and experience in the field, especially is you are good at sales and sourcing senior in-demand talent then this could be an optimal route.

Recruiters usually get paid through a combination of salary and commission.

1. Salary: many recruiters are employed by companies on a full-time basis and receive a regular salary.

2. Commission: in addition to their salary, recruiters may also earn commission. Commission is typically paid when a candidate placed by the recruiter is hired by the company. The commission rate varies depending on the company and the role, but it can be a significant portion of a recruiter's overall compensation. Also commissions depend on the “outcome” ie. if the candidate remains in the job for the guarantee period, which usually ranges from one to two months.

3. Retainer: sometimes freelance or agency recruiters are hired for a specific candidate search and paid via a retainer ie. an upfront fee representing a % of the annual salary of the candidate or just a lump sum fee.

4. Recruiting agencies pay recruiters usually via a combination of salary and commission. The commission is earned on the basis of the candidate they place, the company pays a certain percentage of the candidate's first year salary to the agency.

Salaries of recruiters vary a lot depending on company, job category, location, recruitment model. According to Bureau of Labor Statistics (BLS) data, the median annual salary for recruiters in the United States is around $60,000. Also check out these salary figures:

1. Corporate recruiters usually earn between $45,000 and $100,000 per year, depending on experience and size of company.

2. Recruiters working for recruiting agencies earn between $30,000 and $80,000 per year.

3. Executive recruiters focus on placing high-level executives and senior talent, and typically earn between $75,000 and $150,000 per year.

These numbers are just averages, and the amount of money recruiters make can vary greatly depending on their experience, industry they work inm and above all commission comp.

Gain experience in recruiting, Recruiting & Talent, sales or a related field.

Build a professional network, as many jobs are filled through personal connections. Attend industry events, join professional organizations, and connect with people on LinkedIn.

Your English language skills have to be excellent. So develop your written and spoken English, you can go for DuoLingo and train fast there.

Discover remote recruiting positions via Gyfted. :)

Develop strong communication and interpersonal skills, learn to focus and work independently and manage time effectively. Moreover, you need to develop an ability to navigate remote communication tools and platforms - Slack, Loom, Miro, etc. and a good understanding of recruiting best practices and current trends.

Find companies that are open to hiring remote recruiters - look into job boards and Gyfted.

Consider working on short gigs on Upwork or other freelance platforms to develop some skills. Or - even better - do recruiting gigs for friends and your personal network.

Becoming a technical recruiter involves a combination of competencies, work experience, and networking:

1. Check your competencies and gain the relevant experience interning for free. Many technical recruiters start in entry-level roles eg. recruitment coordinator, to step into this job field.

3. Build a network of contacts in the industry, go to events, join social groups, and engage with technical people on social media. Don’t be awkward or pushy, be natural!

4. Develop your recruiting skills ie. sourcing, interviewing, and assessing candidates. You can use Gyfted’s screening solution to aid your work.

5. Consider specializing in a certain programming/technical area, geography, or industry, eg. cybersecurity. Specializing can help you become an expert in an area and build a strong reputation.

6. Stay organized and disciplined.

Take these steps to increase your chances of getting a job in talent acquisition:

- acquire relevant skills and education: to increase your chances of landing a job in talent acquisition, it's essential to acquire the relevant skills and education. Consider obtaining certifications like the Professional in Human Resources (PHR) or the Society for Human Resource Management (SHRM) Certified Professional (SHRM-CP) to add credibility to your resume. Remember, though, that skills and experience matter MUCH more than a degree or certification.

- gain experience: gaining relevant experience is an important step in getting a job in talent acquisition. Consider working in a related field, such as recruitment, Recruiting & Talent administration, or customer service. And quality is more important than quantity.

- build out your network: join professional associations, attend job fairs and networking events, and buld relationships with other professionals in the industry. Join online LinkedIn communities to expand your network and build relationships. Be authentic and helpful/valuable!

- tailor your resume: to the specific job you're applying for can increase your chances of getting hired. Highlight your relevant skills and experience, use numbers and use-cases/examples. Be authentic and show your enthusiasm for the position. You can use Gyfted’s Personality Resume Builder for this.

- apply to open positions that match your skills and experience on company websites, job boards, and social media. Do not get discouraged even though job search sucks..

- prepare for interviews: research the company and role, be ready to answer common behavioral questions related to talent acquisition. You should be prepared to discuss how you handle difficult hiring situations, how you build relationships with hiring managers, and how you measure the success of your hiring efforts. Ask questions at the end (prepare them)

- follow up: after the interview send a thank-you note!

Recruiting for a startup is challenging as you’re competing with larger and richer companies:

1. Define your company culture and values: it is extremely important to have a clear understanding of your company culture and values to attract like-minded individuals who share your vision and mission. You can use Gyfted’s team culture measures to figure this out, and you can use our recruitment software to measure candidate culture fit!

2. Identify the roles you need to fill eg. software engineers, marketers, SDRs, etc.

3. Leverage your personal and professional network to spread the word about job openings in your startup. Ask for referrals, inspire people, and don’t sell bs!

4. Post job openings on job boards to reach a larger pool of candidates.

5. Attend job fairs and networking events.

6. Offer competitive compensation and benefits, but above all compete on flexibility (remote work, work from home, hybrid work setups) and culture - this is one fundamental advantage small companies and startups can easily offer vs large, bureaucratic organizations.

7. Emphasize the potential for growth and impact around personal and professional development that comes with being part of a nimble, dynamic company.

8. Use creative recruitment tactics, eg. coding challenges or hackathons, to attract top talent to your startup.

It might sound hard, but above all you need to be an entrepreneur at heart and/or a recruiter with relevant experience and ideally some existing relationships and customers you can start working for to kick-start! These steps would make sense in starting a recruitment business:

1. Figure out your target market/audience/specialization eg. sales recruitment.

2. Get a draft business plan, write down your mission, vision, goals, services, how you want to charge now and later.

3. Set up a business (LLC, sole proprietorship for starters might work too).

4. Get the necessary licenses and permits: this varies state to state and country to country.

5. Get a team/cofounders (this is up to you of course).

6. Establish relationships with clients: network, build relationships in social media.

7. Build relationships with candidates: get a database going, leverage marketing.

8. Get the tech that makes you productive eg. Asana, Google Workspace, LinkedIn, Gyfted’s Matching Solution.

9. Develop contracts and agreements and get the help of a lawyer on this.

10. Launch. No fanfares are needed -- just go to market with it.