What is My Recruiting Job Title?

Have you ever felt confused as to what to title yourself on LinkedIn? While “Recruiter” seems to be the most popular term, there actually might be another way to introduce yourself to candidates that show exactly what it is that you do. It is helpful to know the distinctions between the different titles associated with the word “Recruiter” to best showcase your unique talents, capabilities and methods of supporting your candidates.

What is a Recruiter?

Smart Recruiter describes a recruiter as someone who finds qualified candidates for a job opening and works to meet the demands of both the employer and the employee throughout the hiring process. The recruiter owns the end-to-end process of talent acquisition. 

In addition to their main objective of helping people find jobs and helping clients fill roles, recruiters might, along the way, help their candidates clean up their resumes and prepare for interviews, among others.

What is a Technical Recruiter?

Cambridge Dictionary defines a technical recruiter as “A person who persuades people to work for a company or become new members of an organization, especially the army”. While the term "recruiter" refers broadly to individuals who persuade people to work for a company or organization, Technical Recruiters possess a specific expertise. They focus on attracting and hiring candidates with specialized technical skill sets for roles such as software developers, engineers, IT professionals, and other technical roles. Their deep understanding of technical requirements and knowledge of industry trends allow them to accurately assess technical capabilities during the recruitment process.

Interestingly, some individuals may mistakenly refer to themselves as Technical Recruiters without possessing the necessary technical knowledge or experience. Such misrepresentation can lead to challenges in delivering quality technical candidates to clients and can undermine the credibility of the recruitment industry. If you do not partake in industry-specific recruiting, this title may not be for you.

What Makes Technical Recruiters Different?

1. Possess a specific expertise. 
2. IT Industry-specific recruiting.

What is an Executive Recruiter?

TalentLyft describes Executive Recruiters, also known as Executive Headhunters, as experts in identifying candidates for top-level positions within organizations across diverse industries. They specialize in filling executive-level roles such as President, Vice President, CEO, CFO, COO, and other department heads. Executive Search Firms, which employ Executive Recruiters, focus on understanding the requirements of executive positions, defining core competencies, and targeting candidates who fit a specific profile.

It is important to note that some individuals may claim to be Executive Recruiters without meeting the necessary standards, causing confusion and potentially tarnishing the reputation of trustworthy professionals in the field. Essentially, if you do not focus on filling executive roles, you are not an Executive Recruiter.

What Makes Executive Recruiters Different?

1. They are experts in identifying candidates for top-level positions within organizations across diverse industries.
2. Their focus is on filling executive-level roles.

What is a Staffing Specialist?

Staffing Specialists primarily engage in placing candidates within organizations for temporary or contract job orders. They excel at matching candidates with specific skill sets to temporary positions based on the organization's needs. Staffing Specialists often collaborate with companies seeking short-term hires or specialized project support. Their ability to quickly identify, recruit, and place qualified candidates consistently ensures timely project completion and client satisfaction.

What Makes Staffing Specialists Different?

1. They primarily engage in placing candidates within organizations for temporary or contract job orders.
2. Mainly place employees for short-term hires or special projects.

What is a Talent Acquisition Specialist?

Talent Acquisition Specialists take a more strategic and future-oriented approach to recruitment. ADP described Talent Acquisition Specialists’ primary objective as aligning the hiring process with an organization's long-term goals. They aim to find candidates not only for immediate job openings but also for potential needs that may arise in the future. By proactively identifying top talent and building relationships with passive job seekers, Talent Acquisition Specialists contribute to the organization's long-term success by ensuring a continuous pipeline of skilled professionals.

While recruitment may focus on immediate needs, talent acquisition encompasses a broader scope that looks beyond current vacancies, considering the company's future culture, goals, and hiring needs.

What Makes Staffing Specialists Different?

1. Their primary objective as aligning the hiring process with an organization's long-term goals.
2. Support the long-term success of their clients.
3. Works on a broader scope.

What is a Recruitment Coordinator?

Recruitment Coordinators facilitate the movement of candidates through the recruitment process. Unlike recruiters who focus on interviewing and evaluating candidates, Recruitment Coordinators are responsible for managing various administrative tasks. They post job openings, coordinate candidate travel, schedule interviews across departments, handle last-minute scheduling changes, and assist in the creation of offer letters. By efficiently managing these essential tasks, Recruitment Coordinators ensure a seamless and streamlined hiring process, which is different from the role of the recruiter.

What makes Recruiting Coordinators different?

1. Responsible for managing various administrative tasks.
2. They do not actually have much to do with the physical sourcing of candidates past posting job openings.

What is a Sourcing Specialist?

Sourcing Specialists specialize in identifying and engaging potential candidates for various roles. Their primary focus is on searching for and attracting passive job seekers who may not be actively seeking new opportunities, as described by RecruitCM. Through innovative sourcing techniques, they locate and initiate contact with individuals who possess the desired skills and qualifications. This distinguishes them from recruiters who primarily evaluate, interview and hire candidates. Together, sourcing and recruiting work in synergy to help companies find and secure top-notch talent.

What Makes Sourcing Specialists Different?

1. They focus on passive candidates vs candidates actively seeking work. 
2. They typically support staffing agencies by finding qualified candidates for recruiting team. 

So, what is your title? Which title checks all of your tasks and responsibilities? Knowing your responsibilities will help you refer to yourself in the right title, which can entice or turn off potential clients. You can find more staffing insights, industry trends, and tips by subscribing to our weekly newsletter!