Full Desk Recruiter (Search Department)

A Full Desk Recruiter at our company is responsible for managing the entire recruitment process, from sourcing to offer negotiation. This involves actively recruiting for skilled trades and leadership roles in manufacturing, developing client relationships to understand hiring needs, and employing cold calling and networking strategies to engage potential candidates. Additionally, recruiters will drive business development efforts and maintain strong ties in the industry.

Candidates for the Full Desk Recruiter position need at least 2 years of full-desk recruiting experience with a strong focus on Direct Hire, particularly within skilled trades and manufacturing leadership. Familiarity with cold calling, a knack for building relationships, and proficiency in using tools like LinkedIn Recruiter and ATS platforms are also essential qualifications for this role.

Full Desk Recruiters at our company utilize a variety of innovative tools including LinkedIn Recruiter to connect with candidates, ATS platforms for managing recruitment processes efficiently, and various sourcing tools that help in identifying and reaching out to top talent in the manufacturing sector.

Our company is committed to fostering career development for our Full Desk Recruiters through several opportunities including mentorship programs, continuous training sessions, and encouraging attendance at industry conferences. We believe in investing in our employees to help them reach their full potential.

Full Desk Recruiters at our company enjoy a competitive compensation package that includes base pay plus commission, health benefits covering dental and vision, paid holidays, vacation time, and even time off for birthdays and work anniversaries, all within a collaborative and supportive work environment.

When answering this question, illustrate your proactive sourcing strategies, including cold calling and networking at industry events. Discuss how you use LinkedIn and referrals, emphasizing how you build relationships to access passive candidates—not just waiting for applications.

Explain your approach to relationship management, highlighting active communication, regular updates, and personal touch points. Emphasize your ability to understand client needs deeply and your commitment to candidate satisfaction throughout the recruitment process.

When discussing offer negotiations, provide instances where you've successfully navigated objections or concerns from either party. Highlight specific techniques you use to ensure a win-win outcome for both the candidate and the client.

Address the competitive nature of the skilled trades market. Discuss how you prioritize understanding market conditions and candidate motivations, along with the importance of maintaining robust pipelines and leveraging your network to remain efficient.

Focus on your client consultation process. Discuss how you ask questions to ensure a thorough understanding of their needs and how you implement feedback to tailor your recruiting efforts. Talk about using data and reporting to track success against their expectations.

Share your experiences with various recruiting technologies like ATS and sourcing tools. Discuss how these technologies help streamline the recruiting process and increase efficiency while enhancing the candidate experience.

Demonstrate your organizational skills and the systems you put in place to manage multiple roles effectively. Talk about prioritizing roles based on client urgency and maintaining clear communication to avoid lapses in the hiring process.

Emphasize the importance of networking and relationship-building in business development. Discuss how proactive outreach and gathering industry insights will help you identify gaps in client needs and areas where you can provide exceptional sourcing.

Share your tips for maintaining motivation, such as setting personal goals, celebrating small wins, and continuously learning from setbacks. Express your passion for linking talent with opportunity, which drives you through challenging times.

Discuss your holistic approach to evaluating candidates, which includes conducting thorough interviews, assessing cultural fit, and using situational questions to gauge how they would respond in real-world scenarios, providing a complete picture beyond their qualifications.