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4 Key Factors for Developing a Successful Recruiter Career Path

4 Key Factors for Developing a Successful Recruiter Career Path

Recruiters have to take care of their professional growth. Increasing your market demand and deepening expertise requires a clear vision of the ultimate goal and a plan on how to achieve it. Jooble is going to help you develop a successful recruiter career path.

Exploring types of career strategy for a recruiter

Recruitment career progression is impossible without a clear-cut strategy. According to the French professor Herminia Ibarra, there are two main ways on how to work on it. Either you plan and execute or choose the trial and error approach. The strategy largely depends on the goal a recruiter wants to achieve. The first one is more stringent: you need to plan everything in a long term and strictly implement it. The second option is more flexible: it lets you easier adjust to possible challenges on the way. However, to succeed on the recruiter career path, you always have to keep in mind the purpose of your job and the following things:

  • vacancies you want to work with (permanent or contract roles);
  • industry (retail, HoReCa, FMCG, IT and so on);
  • employment format (corporate or contract recruiter, headhunter);
  • work outcome .

There are two main ways of improving a recruiter’s career:

  • T-shape (when you are constantly deepening expertise in one main industry but also getting knowledge in additional ones). For example, a person has been specializing in recruiting but also started mastering onboarding or employer branding skills
  • M-shape (combining skills in several areas equally). For instance, a recruiter may be a career coach at the same time.

Although financial expectations are crucial, don’t limit yourself only to them. If a specialist struggles to fill IT vacancies, why not upgrade skills by taking specialized courses first? Getting a manager position without sufficient knowledge seems to be not the best idea either. The main task is to focus on what industries a recruiter will be comfortable working in. However, don’t forget to test your hypotheses along the way! For example, a specialist may think that freelancing is more profitable and easier. However, it turns out not to be the case at all. Take some time to think of all possible pitfalls on the recruiter career path or seek professional advice.

Finding good career prospects for a recruiter

Grow professionally in one company

You can develop your career within one company by taking more responsibility and new projects. For example, there is a need to assemble a team for a freshly created department. If you do not have relevant experience, this task will be challenging for you. However, accomplishing it means plus one valuable case for your CV. There are no rules on how often you need to change jobs to succeed in your professional development. A recruiter can work at one company for years and decades, moving among positions and constantly acquiring new competencies.

Look for new career opportunities in other companies

Sometimes the best thing you can do for yourself is change the job. Let’s look at the most common situations when such a decision is much needed.

  • When recruiters cease to believe in what they are ”selling”

It is a telltale sign to look for a new workplace. Eventually, honesty is the best policy. When you offer candidates a position in the ‘fast-growing company that values ​​its employees’ be ready to prove this ambitious statement. Otherwise, look for another company.

  • The lack of room for improvement

If daily tasks within the hiring process started boring you to tears, it’s another sure sign to move on. However, let it be the last resort. Firstly, try to become more active and energetic. Don’t wait until new interesting tasks find you first. Perhaps there are many challenges around, but you are not paying attention to them. Try new methods of looking for qualified candidates, analyze the job descriptions, energize passive candidates. Some people during the interviews complain about the lack of opportunities at the previous workplace. They didn’t see any and, therefore, decided to quit. However, when managers ask if these people attend any professional events or read professional literature, the answer is usually ”I don’t have time”. Thus, we understand that it’s mainly the person who didn’t want to look around for career opportunities.

  • Failed recruitment strategy

Another warning sign is when the company fails to achieve particular results. For instance, the agency you work for has just a few clients. Their needs don’t progress with time, and you lose an opportunity to deal with quality candidates. If the company doesn’t have enough resources, it won’t be able to attract top talents. Professionals who don’t overcome many challenges get promoted to senior recruiters quite rarely. People who believe in what they are doing feel more inspired and motivated at work. If you have already hit the ceiling and feel frustrated over the daily tasks, look for new challenges.

Factors of successful job search

While on a job hunt, recruiters should pay attention to the following factors:

  • Tasks

Run over the tasks you will have to do. Check them against declared KPIs. Ask potential employers how long it took a previous specialist to fill the vacancies. Be specific and curious. on the subtleties of the recruitment process in the company.

  • Company resources for candidates search

If the employer does not have money to post vacancies via social media, specialized sites, and job boards, it negatively affects the recruiter’s efforts. Before taking the job offer, make sure the company is ready to sufficiently support candidates search.

  • The quality of related processes in the company

The best way to realize if the company is worth working with is by asking questions about the processes that will directly influence your performance. Sometimes we face a situation when a recruiter did his job brilliantly. However, due to the poorly organized onboarding process, the new specialist decided to quit. Nothing could be more demotivating for the recruiter than the person leaving the workplace right after the adaptation period. To avoid the risk of such burnout, sort out the question of company culture and its human recourses management.

  • Attitude towards recruiting in the company

If recruiters are not taken seriously, they will not be given detailed descriptions for the job postings. Then the specialist will not be able to show a good performance. If there is no strong and sustainable cooperation between recruiters and hiring managers, it also makes the situation worse. That’s why assessing the company attitude to the recruiter’s role is crucial before accepting the offer.

Developing your personal brand

Recording and recognizing your achievements is the best way to tackle the imposter syndrome. Recruiters are no exception here. Therefore, having a diary of success could be a motivational tool. Don’t forget to write down serious tasks you carried out, vacancies you closed, interesting search sources you found.

This data should be at hand and in your head if you are asked a question during a webinar, event or interview. It also makes it easy to analyze your level as a specialist and realize what skills require your closer attention. A good recruiter develops a strong personal brand.

To increase your visibility, it is worth writing expert columns in the media. Don’t forget about blogging, publishing, delivering speeches at events, and interacting with colleagues in professional groups. Don’t expect people to come for your talent and expertise. Show it first. Take care of your pages on Linkedin and Facebook. Share your working ideas and completed projects there. And also actively answer questions from colleagues in professional groups.

If a recruiter seeks to develop a career, she must be proactive, look for new challenges, not be afraid of large-scale tasks and projects. Remember, you don’t have to “decide something forever”. A good strategy is always flexible. People of your profession know for sure how changeable the world is. Therefore, make a plan for the recruiter career path adaptable.

Date: 1 November 2021
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