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The Formation of a Recruiter’s Personal Brand
Skibska K. O., Krylov S. A.

Skibska, Kateryna O., and Krylov, Serhii A. (2025) “The Formation of a Recruiter’s Personal Brand.” Business Inform 6:58–58.
https://doi.org/10.32983/2222-4459-2025-6-58-58

Section: Management and Marketing

UDC 331.5

Abstract:
A recruiter’s personal brand is considered an integrated category that combines professional expertise, ethical principles, communication styles, and individual working methodologies. It reflects not only the subjective self-identification of the specialist but also the social perception from the external environment – specifically candidates, clients, and colleagues. Thus, the personal brand is the result of the interaction between what the recruiters convey about themselves in the public space and how their activities are evaluated by other members of the professional community. This conception encompasses all aspects of professional behavior – from digital presence to the nuances of business communication, which together form a stable image and professional reputation in the labor market. Special attention is given to the conception of personal branding as a complex phenomenon that integrates professional expertise, values, ethical principles, and the public image of the specialist. It is proved that the development of a strong personal brand not only contributes to increasing the individual competitiveness of the recruiter but also strengthens the company’s image as a whole. The formation of a personal brand based on professional expertise, ethical principles, and alignment with corporate culture creates added value for both the specialist and the organization, enhancing its attractiveness to potential candidates and partners. As a result, the main criteria for effective branding in the profession have been outlined, establishing their interconnection with the system of motivational determinants. Additionally, within the framework of the conducted research, the system of motivational factors influencing the professional efficiency and career trajectory of the recruiter has been thoroughly analyzed. The results of the study indicate that the combination of internal and external motivational factors, together with the development of a strong personal brand, significantly enhances a recruiter’s professional efficiency and positively impacts the company’s reputation capital.

Keywords: recruiter brand, personal brand management, recruiter motivation, recruiting.

Tabl.: 2. Bibl.: 14.

Skibska Kateryna O. – Candidate of Sciences (Economics), Associate Professor, Department of Socio-Economics and Personnel Management, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]
Krylov Serhii A. – Senior Research Fellow, Scientific and Methodological Center for Personnel Policy, The Ministry of Defense of Ukraine (6 Povitryanykh Syl Ave., Kyiv, 03168, Ukraine)
Email: [email protected]

List of references in article

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Stefanovska, T. “Rekruter yak ambasador kompanii: formuvannia sylnoho HR-brendu“ [Recruiter as a Company Ambassador: Building a Strong HR Brand]. Nachasi. February 19, 2025. https://nachasi.com/society/2025/02/19/rekruter-yak-ambasador-kompaniyi-formuvannya-sylnogo-hr-brendu/
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