Recruitment consultant jobs
Recruitment consultant jobs involve the processes of selecting, screening, and sourcing people for a particular job, firm, or organization. Consultants also communicate with other recruiting agencies in an effort to cross-match potential workers or human resources. For example, if recruitment agency A is looking for a specifically skilled individual in engineering, and recruitment agency B receives an application for employment from an Industrial Engineer, then the two agencies may work together to help the employee get to the proper agency.
While a general administrator or manager can take on some parts of the recruitment procedure, larger sized organizations or companies often utilize the talents of professional recruitment consultants or outsource some of the human resources needs to recruitment agencies.
In the recruitment industry there are essentially four ways of recruit new employees. The first method involves the utilization of employment agencies, which serve as a central location for employers and employees to meet. In an employment agency, one application for employment can be considered for numerous positions with various companies. The second method, recruitment websites, serve as a virtual employment agency and function in essentially the same way. Recruitment websites have a broader range, however, since prospective employers and employees can be located anywhere in the world. The third method, which is typically called by its slang name of "headhunting,” involves the active search for exceptionally skilled, talented individuals for professional and executive recruitment. The "headhunter" travels anywhere that the potential employee is located, meeting with him or her in person, often offering them an employee benefits package that is difficult to refuse. The fourth and final method, in-house recruitment, involves the promotion of employees from lower-wage jobs to higher ones within the same company. Also, in-house recruitment may include the posting of bulletins on lunch room bulletin boards, narrowing the job search to current employees or their families and friends.
Regardless of the method of recruitment, recruitment consultation jobs are quite demanding. The recruiter must screen countless applicants, administer qualification exams, conduct interviews, look through stacks of resumes, and finally, make a selection. The recruiter may also be required to place advertisements for the available positions, contact employment agencies, or cooperate with other recruiting firms to find the right employee for the job.
Once the initial contact between employer and employee has been made, the recruiting consultant must begin the screening and selection process. Whether or not a candidate is suitable for any given job is commonly assessed based on certain job-related, job-necessary skills, such as computer skills, typing, communications, and so forth. Educational and experience qualifications can be shown through professional resumes, interviews, job applications, or via the testimony of professional and personal references. Many positions also require certain in-house testing to determine eligibility, such as merit or skill tests for literacy, numeracy, typing skills, and software knowledge, among others. Employment testing which determines whether or not a potential employee is intellectually capable of the job may also be utilized. Psychological tests are common for positions related to social services, criminal investigation, counseling or psychological treatment centers, or other public service arenas. Many of these exams are administered through business management software in order to streamline the selection and screening process.
Despite careful considerations, attention to detail, and professionalism in every possible area imaginable, difficulties in finding the right candidate for the job. When it comes to working with another recruitment agency, the difficulties may be even more complicated. After all, the recommending agency has supposedly done their job, choosing the recommended individual carefully. Yet, there may be a break down in communication between the two agencies, and in turn, the individual may in fact not be the right candidate for the job.
Tuesday, 4 November 2008
Tuesday, 21 October 2008
Sales
Working in sales myself Ive often thought recruitment consultants have an even more pressurised job than I do. They certainly seem to work very long hours for the money.
They tend to be a bot ruthless also.
They tend to be a bot ruthless also.
My experience
used to work at a recruitment consultancy - I wasn't a consultant, I did their marketing but I do have a pretty good idea of what goes on and I know people who have been consultants in various companies.
First of, the title Recruitment Consultant is a rather grand title for what is essential a sales job. You are selling your company's service to potential clients and then selling the idea of the job to candidates. It is likely to involve cold-calling so you must be confident and thick-skinned.
Previous experience in recruitment isn't at all necessary with most companies. Previous sales experience would normally be beneficial or another indication that you have the right sort of personality to succeed like jobs that involved working with people. Alternatively, you could find an agency that specialised in jobs in an area that you have worked, which might give you a way in. One of my friends went to see an agency to register with them to find a job and they offered him a job in their company as a Consultant - he didn't have any relevant experience but is confident and likeable, which is probably more important than anything else.
It can be very rewarding finanically, but it can be a very stressful job. Starting out, you would most likely be on a fairly low basic salary with the majority of your income being commission, which is only if you are successful. Many recruitment companies also tend to have a high turnover of staff - people are easily got rid of if they don't meet their targets.
And in times of recession, recruitment companies are hit badly so now may not be the right time to get into it.
First of, the title Recruitment Consultant is a rather grand title for what is essential a sales job. You are selling your company's service to potential clients and then selling the idea of the job to candidates. It is likely to involve cold-calling so you must be confident and thick-skinned.
Previous experience in recruitment isn't at all necessary with most companies. Previous sales experience would normally be beneficial or another indication that you have the right sort of personality to succeed like jobs that involved working with people. Alternatively, you could find an agency that specialised in jobs in an area that you have worked, which might give you a way in. One of my friends went to see an agency to register with them to find a job and they offered him a job in their company as a Consultant - he didn't have any relevant experience but is confident and likeable, which is probably more important than anything else.
It can be very rewarding finanically, but it can be a very stressful job. Starting out, you would most likely be on a fairly low basic salary with the majority of your income being commission, which is only if you are successful. Many recruitment companies also tend to have a high turnover of staff - people are easily got rid of if they don't meet their targets.
And in times of recession, recruitment companies are hit badly so now may not be the right time to get into it.
Not my thing
I have yet to meet an ethical, nice, genuine recruitment consultant.
After 10 years in sales an old colleague of mine, fabulous sales person she was, went in to recruitment and seemed to love it. With her great rewards, bonus etc I decided to terminate my employment with a well known logistics company and give it a go.
Well, I have never known such a bunch of back stabbers.
I hated every moment and returned to the teamwork I had known for so long.
You need to be thick skinned for this type of industry and watch your back !!!
After 10 years in sales an old colleague of mine, fabulous sales person she was, went in to recruitment and seemed to love it. With her great rewards, bonus etc I decided to terminate my employment with a well known logistics company and give it a go.
Well, I have never known such a bunch of back stabbers.
I hated every moment and returned to the teamwork I had known for so long.
You need to be thick skinned for this type of industry and watch your back !!!
Recruitment Consultant role
A recruitment consultant is the intermediary between companies seeking to recruit professional staff (The Client) and professional staff (The Candidate) seeking a career move or contract assignment. However, this process has endless variations and complications depending on such factors as the skills and experience required, the environment and career development offered and just as importantly, the personality fit. It is the executive recruitment consultant's job to facilitate this exercise for both the employer and the job seeker and to satisfy both.
A fundamental part of this process is to obtain information by talking to, and meeting with, people:
You talk to and meet potential and existing clients to find out about their business, their culture, their current and future recruitment needs, and to develop a loyal and powerful relationship with them - so that when it comes time to recruit a professional, they choose to use Michael Page. Since some clients are not aware of, or are even skeptical about the benefits of using Michael Page International, you also have to "sell" to them those benefits.
You talk to and meet job seekers to assess their skills and experiences, their career goals, and their suitability for different positions. The more information and therefore the more knowledge you have, the more opportunities you can create in bringing your clients and candidates together in a successful match or placement. And while Michael Page International has a fine name in the marketplace (don't take our word for granted - ask around) and provides considerable internal support, YOU will largely make it happen for yourself by being proactive, persistent and professional.
It is also a common view that we are in the "human resources" business, but this is inaccurate. While "professional recruitment and selection" is a vitally important component of our clients' human resources function, for us recruitment is a "sales" business
A fundamental part of this process is to obtain information by talking to, and meeting with, people:
You talk to and meet potential and existing clients to find out about their business, their culture, their current and future recruitment needs, and to develop a loyal and powerful relationship with them - so that when it comes time to recruit a professional, they choose to use Michael Page. Since some clients are not aware of, or are even skeptical about the benefits of using Michael Page International, you also have to "sell" to them those benefits.
You talk to and meet job seekers to assess their skills and experiences, their career goals, and their suitability for different positions. The more information and therefore the more knowledge you have, the more opportunities you can create in bringing your clients and candidates together in a successful match or placement. And while Michael Page International has a fine name in the marketplace (don't take our word for granted - ask around) and provides considerable internal support, YOU will largely make it happen for yourself by being proactive, persistent and professional.
It is also a common view that we are in the "human resources" business, but this is inaccurate. While "professional recruitment and selection" is a vitally important component of our clients' human resources function, for us recruitment is a "sales" business
Recruitment Consultant Role
What is the work like?
As a recruitment consultant, you would help employers to find suitable staff, and help people to find suitable jobs.
Your work may involve:
taking vacancy details from employers
‘cold calling’ companies to generate new business
interviewing and testing job seekers to build a pool of people ready to fill vacancies
matching candidates to suitable jobs
screening and shortlisting candidates before employers interview them
building good relationships with employers so that they keep using your agency
keeping in touch with job seekers on your agency’s books
meeting targets for the number of vacancies taken or the number of people placed into jobs
keeping records of clients, employers and vacancies
negotiating your agency’s fees
‘headhunting' – finding and approaching candidates for executive or specialist jobs.
You could work for various kinds of employment agency, dealing with permanent or temporary work at all levels for many industry sectors.
What qualifications and experience will employers look for?
Employers will ask for a good standard of education, but your skills and attitude are often more important than your academic qualifications.
Good sales skills and an excellent telephone manner are important, so you will find it useful to have experience in customer service, sales or marketing.
You may need relevant experience and qualifications to work in an agency that specialises in a particular industry such as IT, engineering or nursing. Agencies that deal with high-level executive jobs may also prefer you to be a graduate, although this is not always essential.
What further training and development can I do?
Once you are working for an agency, you will mainly develop your skills on the job. Some large agencies run their own structured in-house training programmes for new entrants.
Your training may include working towards the Chartered Institute of Personnel and Development (CIPD) Level 3 Certificate in Recruitment and Selection, or the following qualifications from the Recruitment and Employment Confederation (REC):
Certificate in Recruitment Practice – aimed at people new to the recruitment industry
Diploma in Recruitment Practice – usually for recruitment consultants with at least a year’s experience
Foundation Degree and BA (Hons) degree in Recruitment Practice.
You can study for all of these qualifications by distance learning. The REC Certificate in Recruitment Practice is also available by short fast-track courses at study centres around the UK.
The Recruitment and Employment Federation and CIPD both offer a range of short courses to help you with your professional development throughout your career. See websites for more details about each organisation’s qualifications and training
As a recruitment consultant, you would help employers to find suitable staff, and help people to find suitable jobs.
Your work may involve:
taking vacancy details from employers
‘cold calling’ companies to generate new business
interviewing and testing job seekers to build a pool of people ready to fill vacancies
matching candidates to suitable jobs
screening and shortlisting candidates before employers interview them
building good relationships with employers so that they keep using your agency
keeping in touch with job seekers on your agency’s books
meeting targets for the number of vacancies taken or the number of people placed into jobs
keeping records of clients, employers and vacancies
negotiating your agency’s fees
‘headhunting' – finding and approaching candidates for executive or specialist jobs.
You could work for various kinds of employment agency, dealing with permanent or temporary work at all levels for many industry sectors.
What qualifications and experience will employers look for?
Employers will ask for a good standard of education, but your skills and attitude are often more important than your academic qualifications.
Good sales skills and an excellent telephone manner are important, so you will find it useful to have experience in customer service, sales or marketing.
You may need relevant experience and qualifications to work in an agency that specialises in a particular industry such as IT, engineering or nursing. Agencies that deal with high-level executive jobs may also prefer you to be a graduate, although this is not always essential.
What further training and development can I do?
Once you are working for an agency, you will mainly develop your skills on the job. Some large agencies run their own structured in-house training programmes for new entrants.
Your training may include working towards the Chartered Institute of Personnel and Development (CIPD) Level 3 Certificate in Recruitment and Selection, or the following qualifications from the Recruitment and Employment Confederation (REC):
Certificate in Recruitment Practice – aimed at people new to the recruitment industry
Diploma in Recruitment Practice – usually for recruitment consultants with at least a year’s experience
Foundation Degree and BA (Hons) degree in Recruitment Practice.
You can study for all of these qualifications by distance learning. The REC Certificate in Recruitment Practice is also available by short fast-track courses at study centres around the UK.
The Recruitment and Employment Federation and CIPD both offer a range of short courses to help you with your professional development throughout your career. See websites for more details about each organisation’s qualifications and training
Being a good recruiter
In order for someone to be good as a recruitment consultant they require a blend of several types of skills, without these the role can be very demoralising and unsuccessful.
It is not hard to land yourself a role in recruitment, after all recruitment is a sales role and therefore does not necessarily require a strong academic background. But for many being a good recruitment consultant is incredibly difficult - so I will try to explain why it is so difficult and how you can position yourself to be the best possible success you can be. Remember as with any other sales positions the 80/20 role generally applies. So 80% commission will be earned by 20% of the sales team, if you want to be part of that 20% then read on and hopefully you can fine tune your recruitment skills.
This is more prevalent in agency side recruitment as there is a whole other breed of recruiters whom work internally and on-site for clients/Recruitment Process Outsourcing companies. The same attributes will still be relevant for both types of consultant but it is a slightly different role meaning a slight difference in approach and behaviour. I will go through some areas of differentiation though and tips for both types of consultant.
Firstly, let's explain why the role can be difficult. Recruitment consulting can be very boring, mundane and repetitive on a day-to-day basis, I'm not really selling this to you am I!
The type of character required to be successful as a consultant must be prepared for this and deal with that aspect of the role. On the flip side it can come with much reward; you actually deal with people everyday giving you a great insight into human nature. You can earn high commission, probably earn salaries not nearly possible in other positions at a very young age; making a deal gives you a good buzz and sense of fulfilment when a candidate is truly grateful for (helpful to) your assistance in finding a new role. Therefore if you are considering going into a career in recruitment take note of the above. Really have a look at yourself and ask yourself if it is really what you want to do, then assess whether you have the right background to succeed. I'm not saying if you don't have every attribute naturally you can't succeed but then if you are willing to work hard and learn new skills you will be successful. The basic background behaviourally to be a good consultant is determination, the ability to listen, resilience, honesty, pro-activity, monetary drive (not with everyone but it will help) and competitiveness.
The two that are most important here are determination and the ability to listen, without these two you will find life very difficult.
So you think you have the behavioural attributes and you are keen to start a career in recruitment, now let's assess the skills you can develop on the job and tips to be successful. If you are working as an agency side recruiter you will be exposed to much more of a sales position and with a sales position comes hard targets/high expectations to deliver. You will be expected to develop business from scratch (most of the time) and start making money for your employer as soon as possible.
Right, before you start your role do as much research as to your market, companies in the market and the skills profile to the type of person you will be recruiting on a day-to-day basis. The more you do at this point the faster you will hit the ground running. On starting, make sure you develop a disciplined day plan designed every morning/evening, break up the day into segments and make sure you stick to this. It is very easy to get sidetracked, but keeping focus is very important to being a success, the more focus you have the more identity you have for what you want to achieve which will mean better results. Be open and honest with everyone you deal with and treat people with respect, if you really do stay in recruitment for years you will be surprised how many times you will come across the same people, so remember what goes around comes around.
When developing new business, try to do something different and stand out from the crowd. I would say this is one of the ways you can really put yourself in that 20% of high achievers, don't just pick up the phone and mindlessly cold call. Do your research; read industry press, websites regarding fast growth companies, attend networking events in your sector, market your services via email in a way recipients will open their mail - use headings such as "as discussed" etc. You see you have to be slightly clever about doing things, if you employ a variety of tactics and work hard I guarantee you will see a healthy reward. The reasons for failure are on your shoulders ultimately, if things aren't happening for you then CHANGE your tactics.
I have really focused on the agency side consultant, so let's look at how to be a good on-site recruiter. You will be less sales focused from a new business perspective but still will feel the pressure of targets. To be good in this market you must be much more consultative and client facing (you may sit with a client), with the ability to multi-task successfully as often you will have a wide range of open requirements. You will be dealing with recruiters yourself so the ability to communicate effectively to them and handle other stakeholders in the process is important. On-site recruiters need to balance the use of external agencies and resourcing by their own methods successfully, as they are judged not only on filling roles but cutting costs - not making as much money as possible like an agency consultant. You should be communicative, open for trying new resourcing methods and pro-active in your approach.
Hopefully this provides an overview of what makes a good recruitment consultant and the little tips that could help you be more successful. Remember like any job it is not easy being successful, but if you have the drive and ambition to succeed then you can make anything happen.
It is not hard to land yourself a role in recruitment, after all recruitment is a sales role and therefore does not necessarily require a strong academic background. But for many being a good recruitment consultant is incredibly difficult - so I will try to explain why it is so difficult and how you can position yourself to be the best possible success you can be. Remember as with any other sales positions the 80/20 role generally applies. So 80% commission will be earned by 20% of the sales team, if you want to be part of that 20% then read on and hopefully you can fine tune your recruitment skills.
This is more prevalent in agency side recruitment as there is a whole other breed of recruiters whom work internally and on-site for clients/Recruitment Process Outsourcing companies. The same attributes will still be relevant for both types of consultant but it is a slightly different role meaning a slight difference in approach and behaviour. I will go through some areas of differentiation though and tips for both types of consultant.
Firstly, let's explain why the role can be difficult. Recruitment consulting can be very boring, mundane and repetitive on a day-to-day basis, I'm not really selling this to you am I!
The type of character required to be successful as a consultant must be prepared for this and deal with that aspect of the role. On the flip side it can come with much reward; you actually deal with people everyday giving you a great insight into human nature. You can earn high commission, probably earn salaries not nearly possible in other positions at a very young age; making a deal gives you a good buzz and sense of fulfilment when a candidate is truly grateful for (helpful to) your assistance in finding a new role. Therefore if you are considering going into a career in recruitment take note of the above. Really have a look at yourself and ask yourself if it is really what you want to do, then assess whether you have the right background to succeed. I'm not saying if you don't have every attribute naturally you can't succeed but then if you are willing to work hard and learn new skills you will be successful. The basic background behaviourally to be a good consultant is determination, the ability to listen, resilience, honesty, pro-activity, monetary drive (not with everyone but it will help) and competitiveness.
The two that are most important here are determination and the ability to listen, without these two you will find life very difficult.
So you think you have the behavioural attributes and you are keen to start a career in recruitment, now let's assess the skills you can develop on the job and tips to be successful. If you are working as an agency side recruiter you will be exposed to much more of a sales position and with a sales position comes hard targets/high expectations to deliver. You will be expected to develop business from scratch (most of the time) and start making money for your employer as soon as possible.
Right, before you start your role do as much research as to your market, companies in the market and the skills profile to the type of person you will be recruiting on a day-to-day basis. The more you do at this point the faster you will hit the ground running. On starting, make sure you develop a disciplined day plan designed every morning/evening, break up the day into segments and make sure you stick to this. It is very easy to get sidetracked, but keeping focus is very important to being a success, the more focus you have the more identity you have for what you want to achieve which will mean better results. Be open and honest with everyone you deal with and treat people with respect, if you really do stay in recruitment for years you will be surprised how many times you will come across the same people, so remember what goes around comes around.
When developing new business, try to do something different and stand out from the crowd. I would say this is one of the ways you can really put yourself in that 20% of high achievers, don't just pick up the phone and mindlessly cold call. Do your research; read industry press, websites regarding fast growth companies, attend networking events in your sector, market your services via email in a way recipients will open their mail - use headings such as "as discussed" etc. You see you have to be slightly clever about doing things, if you employ a variety of tactics and work hard I guarantee you will see a healthy reward. The reasons for failure are on your shoulders ultimately, if things aren't happening for you then CHANGE your tactics.
I have really focused on the agency side consultant, so let's look at how to be a good on-site recruiter. You will be less sales focused from a new business perspective but still will feel the pressure of targets. To be good in this market you must be much more consultative and client facing (you may sit with a client), with the ability to multi-task successfully as often you will have a wide range of open requirements. You will be dealing with recruiters yourself so the ability to communicate effectively to them and handle other stakeholders in the process is important. On-site recruiters need to balance the use of external agencies and resourcing by their own methods successfully, as they are judged not only on filling roles but cutting costs - not making as much money as possible like an agency consultant. You should be communicative, open for trying new resourcing methods and pro-active in your approach.
Hopefully this provides an overview of what makes a good recruitment consultant and the little tips that could help you be more successful. Remember like any job it is not easy being successful, but if you have the drive and ambition to succeed then you can make anything happen.
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