HR Recruiter, HR Recruitment Consultant

HR Recruitment – The Role of a HR Recruiter

What’s the driving force behind an organisation’s success? It’s the people who work there. Employees are without a doubt a business’s greatest asset. Therefore, investing in your organisation’s workforce from a wellbeing, development and performance perspective is critical to success. As such, having dedicated HR support for your business is key when your headcount reaches a certain size. That’s where HR recruitment comes in. HR Recruiters are responsible for identifying, attracting, interviewing, selecting, hiring, and onboarding individuals into HR specific roles. This type of recruitment is either carried out by an internal recruiter or a HR Recruitment Consultant from a specialist HR recruitment agency.

The Importance of HR Recruitment

Good HR recruitment allows businesses to stay ahead of their competitors by ensuring they hire the best People professionals to represent and champion the needs of their workforce. Getting this right boosts employee engagement, reduces turnover, strengthens the employer brand, and ultimately, means the business is able to meet its objectives.

The Difference Between an HR Recruitment Consultant and an Internal HR Recruiter

An HR Recruitment Consultant will typically work for a recruitment agency (generally one that specialises in placing HR professionals). They will work with a number of different clients and place HR professionals into multiple businesses. 

Whereas an Internal HR Recruiter will work specifically for one business placing HR professionals into just their organisation. Generally, this kind of recruitment professional will have begun their career working for an HR recruitment agency before moving into an internal role. They are highly valued for their HR candidate networks, their knowledge of the HR market and the skills and competencies associated with various HR positions.

Roles and Responsibilities of a HR Recruiter

Candidate Networks

A good HR Recruiter will make it their mission to develop strong HR candidate networks. They will invest in these relationships to keep close to what’s going on in the market, have a bank of ready-now talent for relevant positions and to leverage these networks for referrals.

Job Analysis

An HR Recruiter will have a solid understanding of the HR role that needs to be filled. They will probably have recruited this type of position several times before. They will analyse the job description, responsibilities, necessary skills, qualifications, and experience, enabling them to identify the ideal candidate profile.

Sourcing Candidates

Armed with a clear picture of the ideal candidate, an HR Recruiter will then embark on the task of sourcing potential talent. This process could involve posting job advertisements on various platforms, networking on professional sites like LinkedIn, attending job fairs, or even leveraging their personal contacts.

Screening and Selection

The next step is to sift through the pool of candidates and shortlist the most suitable ones. This involves assessing resumes, conducting preliminary interviews, and sometimes, carrying out aptitude or skill tests. The goal is to identify candidates who are not only qualified but also possess the softer skills required to perform in the role. 

Coordinating the Interview Process

Once the shortlist is ready, the HR Recruitment Consultant coordinates the interview process. This includes scheduling interviews, preparing candidates, collecting feedback from interviewers, and managing communication between the company and the candidates.

Offer management and negotiation

When a company is ready to offer a candidate a role, there’s generally a period of negotiation to ensure that all parties are happy. The HR Recruiter will liaise with the candidate to agree their salary, benefits, start date, working days etc. This is a critical part of the process and often when candidates can be ‘lost’ if a mutually agreeable decision can’t be reached. 

The Skills Required for a HR Recruiter

Networking Skills

The ability to network with both active and passive HR candidates is a critical skill for an HR Recruiter. Staying close to the types of candidates you’re recruiting provides insight into the market, ensures you have a bank of talent to approach when you have a suitable role and provides a strong community to approach for candidate referrals. 

Communication Skills

Excellent communication skills are a must for a HR Recruiter. They need to interact with various stakeholders, explain job roles to candidates, negotiate salaries, and provide feedback. The ability to communicate effectively ensures a smooth and efficient recruitment process.

Organisation Skills

Undertaking any type of recruitment requires strong organisational skills. Often you’re juggling multiple roles, at varying stages with numerous candidates. It’s important for HR Recruiters to develop processes that enable them to effectively manage their workload and ensure no balls get dropped!

Negotiation Skills

Negotiation is a crucial part of an HR Recruiter’s job. They need to negotiate salary and benefits, ensuring a win-win situation for both the company and the candidate. Strong negotiation skills can result in successful placements and satisfied employees.


HR Recruiters play a vital role in an organisation’s ability to attract and recruit amazing HR professionals. When the right HR hire is made, they contribute significantly to building a productive and harmonious workforce, thereby directly impacting the bottom line.

Frequently Asked Questions

What is the main role of an HR Recruiter?

The main role of an HR Recruiter is to attract and place HR professionals. This involves  understanding the job requirements, sourcing candidates, screening applications, coordinating interviews, and negotiating job offers.

What skills are required to be an HR Recruiter?

An HR Recruiter needs to have excellent networking, communication and proficient negotiation skills. They also need to be skilled at sourcing candidates using a variety of strategies.

How does an HR Recruiter contribute to a company’s success?

HR Recruiters can significantly impact a company’s success through the acquisition of amazing HR professionals. Hiring a dedicated HR expert will help attract and retain top talent, enhance employee engagement, boost staff productivity and mitigate legal risks. By leveraging the skills and insights of HR professionals, organisations can optimise their workforce and create an environment that drives overall business success.

What channels do HR Recruiters use to source candidates?

HR Recruiters use a variety of channels to source candidates. These include job boards, advertising platforms, social media sites (like LinkedIn), professional networks, online communities and industry events.

What is the importance of negotiation skills in HR Recruitment?

Negotiation skills are crucial in HR Recruitment as they help ensure a balance between the candidate’s expectations and the company’s offerings. They play a key role during the job offer stage, influencing the candidate’s decision to accept the job and their satisfaction with the company.

Why Choose PEEQ HR Recruitment Agency?

The average fill rate amongst HR Recruitment Agencies is 46%, but at PEEQ our average fill rate sits above 90%, So you are twice as likely to make a hire if you choose PEEQ.

This is due to two reasons:

Firstly, we only partner with our clients on an exclusive basis, so we ‘own the responsibility’

Secondly, we don’t employ recruiters. Instead, we work with trusted and proven freelance HR recruiters, to hire for our clients.

We give them the tools and infrastructure to be successful, and the rest is down to their magic and experience. Our Associates are not employed by us and only get paid for making a successful hire.

This makes them incredibly tenacious and committed to finding the best talent, which is why our fill rate sits above 90%, compared to the industry average of 46%.

More reasons to work with PEEQ

Psychometric insight reports

Obtain a unique insight into your candidates’ Cultural Fit, Strengths, Decision Making and Resilience through our accredited assessments.

Post-hire executive coaching

Set your hire up for success with a tailored coaching programme that helps them achieve their full potential personally and professionally.

Up to 6 Month Placement Guarantees

Confidently make your hire under our 2, 3 or 6 Month Placement Guarantee; safe in the knowledge that we’ll offer you a free replacement if they leave within our pre-agreed time period.

BeTalent Accredited Approach

We are proud to offer the BeTalent Accredited approach that enables us to deliver scientific candidate assessment, in accordance with the British Psychological Society standards.

This solution is for you if you want:

  • An objective way to determine who is the best fit for your role
  • A comprehensive understanding into your new hire before they start
  • Peace of mind that you’ve made the right hiring decision.

Get in Touch with PEEQ HR Recruitment

We are here to help you. If you have any questions, queries or would like to discuss a potential hire, a job application, or require clarification on anything detailed on our website, then we would love to hear from you.

Please feel free to call, email or complete the form provided and we will assist you.

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