In the staffing and recruitment industry, professionals often specialize in either finding new business or sourcing candidates. However, some roles merge these distinct functions into a single, comprehensive position. This approach requires a unique blend of skills to manage both client acquisition and talent placement simultaneously.
Defining Full Desk Recruiting
Full desk recruiting is a model where one individual manages the entire recruitment process, from securing business with clients to finding, vetting, and placing candidates in their roles. They operate without relying on a separate sales team to bring in job orders or another team of recruiters to source talent.
This approach is sometimes called 360° recruiting, as it involves handling every aspect of the hiring cycle. The recruiter acts as the sole point of contact for both the employer and the job seeker, overseeing everything from client prospecting to candidate onboarding. This structure demands a professional who can juggle the duties of business development and talent acquisition.
Key Responsibilities of a Full Desk Recruiter
Client-Side Duties
A significant portion of a full desk recruiter’s time is dedicated to business development and client management. This process begins with prospecting, where they identify and reach out to potential new clients who have hiring needs. Once a lead is established, the recruiter engages in sales activities to secure a working relationship, often involving negotiating service contracts and fee agreements.
Building and maintaining strong relationships with hiring managers is a continuous responsibility. This involves understanding their business goals, team culture, and the specific requirements for each open position. The recruiter takes detailed job orders, asking insightful questions to create a precise profile of the ideal candidate.
Candidate-Side Duties
Simultaneously, the full desk recruiter manages talent acquisition. Their work begins with sourcing potential candidates through various channels, such as job boards, professional networks, and direct outreach. The recruiter then screens resumes and conducts initial interviews to assess qualifications, experience, and cultural fit.
The recruiter presents a shortlist of qualified individuals to the client and coordinates interviews, preparing both parties and gathering feedback. When a client decides to move forward, the recruiter manages the offer stage, acting as an intermediary to negotiate salary and benefits. They may also assist with the onboarding process to ensure a smooth transition.
Full Desk vs. Split Desk Recruiting
The primary distinction between the full desk and split desk models is the division of labor. In a full desk setup, a single recruiter handles both client acquisition and candidate placement. This streamlines communication, as the person who understands the client’s needs is the same one searching for the talent.
Conversely, a split desk model divides these responsibilities. An account manager or sales professional is responsible for client-facing duties like securing job orders and managing company relationships. A separate recruiter then focuses on the candidate side, finding and vetting talent, which requires strong internal communication to ensure alignment.
Advantages of the Full Desk Model
For recruiters, complete ownership of the hiring cycle can lead to higher earning potential, as they are not splitting commissions. This autonomy also allows them to build deeper, more strategic relationships with clients. By gaining a holistic understanding of their business needs, they become a more effective advisor.
From the client’s perspective, a single point of contact simplifies the hiring process and eliminates miscommunication between teams. A full desk recruiter is deeply familiar with both the job requirements and the candidates’ qualifications, creating a more seamless experience. This approach ensures the person representing the company has firsthand knowledge of the role and culture.
Challenges of Full Desk Recruiting
The full desk model also presents challenges. The role is demanding, requiring an individual to perform two jobs at once: sales and recruiting. This dual focus necessitates constant task-switching between client development and candidate sourcing, which can be mentally taxing.
The pressure is high, as the recruiter is solely responsible for both bringing in business and finding talent. If one side of the desk suffers, the other is directly impacted. For instance, a failure to secure new clients means no jobs to fill, while an inability to find qualified candidates puts client relationships at risk. This constant balancing act can lead to a high-stress environment and potential burnout.
Skills Needed for Success
A full desk recruiter needs a versatile skill set spanning both sales and human resources. Strong sales and negotiation skills are for prospecting new clients, securing contracts, and managing fee discussions. The ability to build and nurture long-term relationships with clients and candidates relies on excellent communication and interpersonal abilities.
Effective time management and organizational skills are needed for juggling the dual responsibilities of the role. A recruiter must prioritize tasks efficiently to ensure neither client acquisition nor candidate sourcing is neglected. Resilience is also needed, as the job involves facing rejection from both potential clients and candidates.