Organizing the recruitment spectrum

  • Sourcer;
  • Agency (Headhunters/Consultant/Freelance) Recruiter;
  • Internal Recruiters (Onsite Recruiter; In-House Recruiters);
  • Talent Acquisition (Technician/Specialists).
  • With the use of best practices: Where shortlists are consisted in 1–2 candidate that are exactly what the client is looking for and consist on a easy process all around. These candidates are usually engaged early and put passively on a pipeline whereas the agency recruiter changes hats and becomes a sort of agent for that particular set of candidates.
  • Rushed Processes: Disregarding some or all practices and launching ads both in the recruiters network and all of the possibly good candidates that has a match\similar match to the role you’re hiring. Usually these are the biggest sample in the market and give way to much of the stigma and head-aches of the possible candidates\markets they’re recruiting. These are also the ones who change to other areas (presented in this article) and without practices tarnish much of the candidate experience throughout processes made.




Talent Acquisition for #OLXgroup | #foodie #photography | #lisbon 🇵🇹 | Blogger |My thoughts and ramblings are my own.

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Francisco Silva

Francisco Silva

Talent Acquisition for #OLXgroup | #foodie #photography | #lisbon 🇵🇹 | Blogger |My thoughts and ramblings are my own.

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