You will need to make sure that you have done your research. This is a sales position and potential employers will expect that you have a reasonable understanding of what the job is about. They will want you to sell yourself, and know why you want a career in recruitment and why you would be good potential hire for their company. If you haven’t already do some internet searches on “the role of a recruitment consultant”
What is the role of a Recruitment Consultant:
Recruitment Consultants are responsible for sourcing clients and jobs and then attracting candidates and matching them to temporary or permanent positions with client companies. They work with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements. Recruitment consultants attract candidates by drafting advertising copy for use in a wide range of media, as well as by networking, social media, headhunting and through referrals. They screen candidates, interview them, do background checks and finally match them to their clients. Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities.
Typical work activities
A recruitment consultant's role is demanding and diverse and involves:
Using sales, business development, marketing techniques and networking in order to attract business from companies;
Working towards targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated;
Building relationships with clients; developing a good understanding of client companies, their industry, what they do and their work culture and environment;
Advertising vacancies, drafting & placing adverts in a wide range of media: Websites, Newspapers, Magazines;
Using social media to advertise, attract candidates and build relationships with candidates and employers;
Headhunting - identifying and approaching suitable candidates who may already be in work;
Using candidate databases to find the right person for the client’s vacancy;
Receiving and reviewing applications, managing interviews and creating a shortlist of candidates;
Creating good candidate experiences, regardless of whether you place them or not (they are potential clients)
Requesting references and checking the suitability of applicants before submitting their details to the client;
Briefing the candidate about the responsibilities, salary and benefits of the job in question;
Preparing CVs and correspondence to forward to clients in respect of suitable applicants;
Organising interviews for candidates as requested by the client;
Informing candidates about the results of their interviews;
Negotiating pay and salary rates and finalising arrangements between client and candidates;
Offering advice to both clients and candidates on pay rates, training and career progression;
Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment
Following up post placement, to ensure everyone is happy, assisting in any conflict resolution
Adding value to candidates and clients in terms of market knowledge, organising events that may be of interest etc
Skills of a Recruitment Consultant
The role of a recruitment consultant is very sales orientated, people often confuse it with being an HR role and whilst you need to have an appreciation of HR, to be successful you need to be skilled in:
Business Development – you don’t have to be an aggressive ‘Boiler Room’ type of sales person, business development can be done in many ways, cold calling is definitely one of them, but there are subtler methods as well. For example converting candidates to clients, networking, organising added value events for candidates and potential clients. Using social media to maximise your profile. Piggy backing off other relationships in the company.
Account Management – You might be appointed the account manager for a client on behalf of your company, this will involve tenders, negotiation, maximising other consultants success within the client, dealing with complaints and conflicts.
People Management – in this sales role, your product is people and so at all stages you are working with human behaviour which can be irrational, unexpected and secretive. You need to try to understand everyone’s agenda and motivations so there are limited surprises. Always have back up plans, for example one candidate for a job is not ideal, even if you are at offer stage, people pull out for all sort of legitimate (and often not) reasons.
The other elements that lead to success are
Marketing – create a name for yourself in the market for being an expert
HR – you need to be skilled in behavioural interviewing, salary negotiations, have an understanding of talent management, contracts etc
The emotional traits you will need:
Tenacity Multi tasking
Prioritising Roll with the ups and downs
Hard working Smart working – don’t be a busy fool
Self starter Self motivated
Confidence See the opportunity in everything
Consultative Relationship building
Ultimately if you choose your employer wisely and join a company that shares the same ethics and standards as yourself, then the only barrier to your success will be you. Candidates will let you down, clients will let you down, colleagues may let you down, but it is what you do about it and how you deal with it that will set you apart.
You get out what you put in, simple as that.
If you are interested in a Recruitment Career get in touch with us, Drum Recruitment, by email or phone email@example.com 0208 1238292