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Originally Posted by Unregistered
(Post 21939)
May i know roughly how many years of experience does one need to have as a recruitment consultant before base salary can hit 6-7k like u? My impression is that the base salary for recruitment consultants are typically very low, but their commission can be a lot.
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I have only experience with 2 headhunting firms, as there are many other firms around, I cannot vouch for what other companies do.
I see some misconception over career progression in a headhunting firm vs. the normal corporate jobs. In the headhunting space, number of years of experience is irrelevant. The firm is only interested in 2 things: 1) Your billing record, 2) Your industrial/functional/level niche
It is not uncommon to see people before 30yrs become practice leads getting >10k basic and drawing annual commissions of >200k. In a sense it is a pure pay for performance sales job, whoever closes the deal gets the promotion & money, saying I have XX years of experience or done YY number of projects cuts no ice in this industry.
My 7.5k basic isn’t very high as incentives were also about the same amount, so my annual is ~50% basic vs 50% incentive, variable is much higher than a corporate HR role which is ~80% basic 20% bonus. I switched to Corporate HR to get away from the hectic KPI driven environment, total package is lower, but at least I get to go home before 7pm.
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How is someone who does "talent sourcing" different from in-house HR professionals who specialise in recruitment & selection? (same thing?) Are compensation & benefits HR professionals the same as those who do "total rewards strategy"? Are these recruitment/compensation HR personnel considered as "SME" (subject matter experts) and not the typical HR generalist?
Sorry..im not in this field.. so kinda confused by all these terms used. Hope to find out more. Appreciate any advice.
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Well, the thing is these terms are used differently in different companies, so there will be definition inconsistency you need to look out for. For my company, we have 2 kinds of recruitment people. The first is the normal local Recruitment Manager or HR Manager – they do normal hiring for jobs <L60 (i.e. monthly basic about 18k max) and usually their candidates are local or foreigner already working locally
The team I’m from does specialized recruitment either for jobs >L60 or certain global jobs that require special skills (e.g. structural engineer for thin-seam coal mining) that normal in-house or outsourced recruiters do not have the networks to hire.
I think compensation & benefits also has the same distinction. There are the local payroll and benefits people under HR who deal with the normal admin issues and the strategy guys under Reward & Performance Management (RPM). RPM department reports straight to CEO & is not under HR.
My impression is people from RPM sound more like management consultants and banking finance guys than normal HR, their pay grades and influence in the company is also much higher than HR.