Windows 7 Professional blog recruiters-and-commiss

Simon’s comment on my last publish created me aware of a fact I always assumed you all know … but actually you may not. While agency / headhunter recruiters often get paid “per placement,” most corporate recruiters (Microsoft included) receive a steady annual salary. (We receive annual bonuses – but our review / reward process is based on merit just like most other Microsoft employees.) I hear a lot about people’s not trusting recruiters to “do the right thing” since commission is involved, but monetary intentions shouldn’t be a concern when working with an in-house recruiter. Around here, it’s often said that Microsoft is our #1 customer. “Microsoft” is defined as the greater good of the company. What’s right for the company overall? What’s right for our employees? Our leadership team? Our customers? After ensuring we meet the expectations of the company, our next main customers are the Hiring Managers and the candidates themselves. Am I finding the right candidate for my Hiring Manager? Am I finding the right job for my candidate? If the answer is "no," I need make sure I raise a flag … or else I’m not considering what is best for the company. I have fought many a Hiring Manager on a hiring decision. As you might imagine, that sometimes means that I argue on the side of the candidate and attempt to influence a “Hire” decision. But I have also fought the other battle. If, after reviewing all the data points, I do not feel a candidate is the right match for the position,Windows 7 Professional, group, or company, it’s my job to be that gate-keeper and fight for the “No Hire” decision. So, you see … I’m not just a money-hungry salesperson who wants to make as many placements as possible. I genuinely care about this company, its employees, and its customers from the bottom of my heart, and that’s why I do what I do. So perhaps, January should be "Trust a Corporate Recruiter" month ... or maybe just "Trust Gretchen" month. gretchen