- Corporate recruiters are under pressure to fill a target number of positions by a deadline. They receive many resumes each week and spend much of their time in meetings, sourcing candidates directly, and communicating with recruiters. - To build a strong relationship, recruiters want candidates for openings they need help filling, not more than 3 qualified candidates per opening, and candidates who understand the target company's business and position criteria. - Recruiters dislike when agencies send unqualified candidates without openings or go around the recruiting team directly to hiring managers. Developing an understanding of a company's business helps recruiters.

1. How to Build a Strong
Relationship with Corporate
Recruiters
Ryo Sonobe, Executive Recuiter ICPA

2. Contents
•
What are the benefits for you?
•
Corporate recruiter"s loves and hates.
•
What are the mind-sets and targets of corporate recruiters?
•
Daily activity of a corporate recruiter.
•
How do you build a good working-relationship with them?

3. What are the benefits for you?
More interviews for your candidates because the corporate recuriters will

more likely trust you.
You can receive in-depth information to support their searching, such as

target company name and even a target individual's name.
Special position search request just for you, and Retain business.

They will be more supportive about salary negotiation becuase they trust

you are representing your candidate, not yourself.
They will be more open to agency fee negotiation when they start to rely

on your recruiting expertise.
Strong support in closing phase

Sometime good opportunity for your career （ off the record)


4. Corporate recruiter"s loves and hates
LOVES
•
Agents who introduce candidates to openings where they need help in.
•
Deliver several candidate, not only 1, but 3.
•
Understanding of their company's business, technology, and market
value.
•
Just the right volume of preparation before interview. Don't send your
candidate unprepared, but at the same time don't over-do! This is
pretty tricky.
Hates
•
Sending candidates out without target/open position.
•
Direct sending to hiring manager, ignoring corporate recruiting team.
•
No understanding of customer's business and technology.
•
Candidate duplications. If you keep sending them candidates who
seems to be registered in several different agency databases, they will
judge that your candidate pool is very poor/shallow.
•
No resume and just names.

5. 
What are the mind-sets and targets of
corporate recruiters?
Each recuruiter has a target # of positions to fill an a due
•
date.
•
Recruiter serves business unit and hiring manager.
Hiring managers are responsible for making hiring decision.
Recruiter are responsible for understanding the business
unit/hiring manager's hiring needs and collecting as many
qualified candidates as possible.
If the hiring manager or company decides to offer, the
•
corporate recruiter must do everything to push this candidate in.

6. Daily activity of internal recruiter.
•

Work volume, 100 resumes average coming in from different
sources every week.

How do they spend their work time?
50% internal meeting, 20% direct sourcing, and 30%
communicating with external recruiting agencies. (Ratio may
change depending on company. E.G. Google recruiter's spend
more time than other companies on direct sourcing.)
If they are the 1st interviewer, the ration will slightly change as
shown below: 40% internal meeting, 40% interview, 10% direct
sourcing, and 10% agency management

They receive 1-5 recruiting related sales call average in a day.
Keep in mind that to teir eyes, you are "one of the many".
= You have to raise a Corporate
Recruiter's priority by a smart way.

7. 
How do you build a good working-
relationship with them?
Drop all hard-selling attitudes at first contact and simply ask them;
"In which position do you want more candidates?"
Select and deliver just 3 qualified candidates per 1 opening. No
more, no less.
Talk to your candidate before interview to check the following 3
items:
* Do your candidate have a correct understanding of the job criteria?
* Does he/she understand the company's business and goals?
* Can he/she explain why he/she is applying for that position AND company?
Spend time with your candidate and make sure that he/she
understands the target company's business and value.