Corporate Recruiter
Også kendt som: In House Recruiter · Internal Recruiter
Handles recruitment for the organisation itself, builds candidate networks, conducts selection interviews and advises hiring managers on profiles and selection choices.
The corporate recruiter works for a single employer and owns the entire intake for one or more disciplines. Unlike an agency recruiter, there is no placement fee but a lasting relationship with internal stakeholders and with the employer brand on the labour market. Selection often looks for sourcing experience, while in practice the bottleneck is controlling the internal process, namely hiring managers who respond slowly and lose candidates as a result.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N4 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Assesses which interests a proposal touches, involves the right people beforehand and chooses a suitable moment to raise it. |
| Listening and probing Kompetence (50-rammeværk): Listen | N4 | Big Fifty, 360 Feedback | 360-degree feedback | Summarises both the content and the feeling of the other party and probes until the real interest behind the request becomes visible. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N4 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N4 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. |
| independence Kompetence (50-rammeværk): Independence | N3 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Recruiting and selecting | N5 | 5 | ja | Structured interview |
| V | Advisory skill | N4 | 5 | ja | Assessment centre |
| G | organisational awareness | N4 | 5 | nej | Situational Judgement Test |
| K | HR policy and instruments | N4 | 5 | ja | Knowledge test |
| V | Employer branding and recruitment | N4 | 5 | nej | Work sample test |
| K | Assessment and selection methodology | N4 | 5 | ja | Certificate or diploma |
| G | Listening and probing | N4 | 4 | nej | 360-degree feedback |
| V | Stakeholder management | N4 | 4 | nej | Assessment centre |
| G | interpersonal sensitivity | N4 | 4 | nej | Personality questionnaire |
| G | integrity and dependability | N4 | 4 | nej | Personality questionnaire |
Se alle 25 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Portfolio
Evaluation of prior work against fixed criteria
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Sammenlignelige stillinger
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HR Business Partner24 kompetencer i profilen · senior
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Chief Human Resources Officer25 kompetencer i profilen · lead
Recruiter24 kompetencer i profilen · medior
Staffing Consultant24 kompetencer i profilen · medior
Occupational Expert23 kompetencer i profilen · senior