I don't ever remember sitting in my bed as a child and saying to myself, I really wanna grow up and have a job pitching jobs to complete strangers all day everyday and I doubt you did either! Yet a good percentage of people will at one time or another try their hand at recruitment, maybe as a new career or change of atmosphere. Most people actually stumble upon recruitment by chance and are tempted by the two G's, Gold & Glory. good news for the stumblers because it is relatively easy to be given a chance in recruitment, agencies generally experience a comparatively large churn of recruitment hopefuls every year and most newbies do not make it beyond year one. This is one of the contributing factors to why recruiters on occasion have been tarred with a less than sterling reputation, when junior recruits are pitted against one another it inevitably leads to the use of underhanded tactics. Please don't be scared off by this, if you have somewhat decent sales skills and you are willing to put the hard work in you can build a career and be well remunerated for making the genuine effort. Regarding salary, the rule is that working for a small/average company means a low basic, high commission and no benefits worth mentioning. The reverse ratios, big salary and low commissions, apply for large companies and the benefits tend to be quite generous. Smaller firms tend to be far more likely to take a chance on newbees because they offer lower basics, the risk is only as high as the basic is low.
So here are the 6 attributes I believe every good recruiter needs to be able to demonstrate:
1. Natural born salesman
Sell me this pen! There are three unique sales cycles in any given recruitment process; getting the vacancy from the client, sourcing an interested candidate and finally bringing the two together and making a placement that will last. Having the ability to present offerings and candidates in the kindest light is critical to succeeding; placements do not make themselves and sales skills whilst being an essential factor in your success will also make your life much easier.
2. Connecting People
Are you the love doctor of your social circle? In order to be a successful recruitment consultant you have to understand how to be a great matchmaker. You need to be focused on formulating solutions and understanding the marketplace. You should be able to spot opportunities for making placements before your clients, candidates and especially competitors have realized it.
Have you often left a donkey hind-legless? You absolutely must have great communication skills to succeed in rectuitment. Speaking with conviction and confidence when selling yourself to clients, and jobs to candidates is essential.You have to be an expert (It's expected) and know what you are talking about and more importantly make other believe you know what you're talking about. Being the gazillionth recruiter to call a client in a week is no walk in the park . It requires you to truly stand out and command (not demand) that they hear what you have to say. Your ability to build rapport, nurture relationships and get results (RRR) with everyone you deal with is crucial, just like in any customer service / sales job.
4. Have to be Positive
Are you as happy as Larry? Your positive attitude will get you through those dark days when neither potential clients nor candidates seem to be all that willing to entertain you. Do not fear rejection, you will notice that for every Yes you you get, five No will likely follow. This is a numbers game (a smart one) and the pay off will come through working hard but also working smart.
5. ICT -be savvy
So, are you on the facebook? Being a great recruiter also means being tech savvy. The vast majority of recruitment is done with some form of software nowadays, on-the-line is where the little magic elves in the confuser find all the info these days. A successful recruiter has to not only be comfortable with candidate tracking systems but job boards, online networking platforms and allot of other agile and changing technologies. Clients have many dedicated candidate search systems nowadays; candidates can be found on LinkedIn, Wannawork and Worky so it’s about being a step ahead at all times.
6. A bit bonkers
Do you have anything in common with Russell Brand? Chasing down people who want nothing to do with you all the live long day does require some degree of insanity, no matter how positive your attitude is, it starts to wear on you after a few years. There is some sweet "do-ray-mee" to be made in recruitment but be under no illusions that it isbasically glorified telesales with a nicer title and better rewards. As long as you know it’s a somewhat 'unorthodox’ job and accept it for what it is, you'll likely survive with your sanity in tact.
So do you have what it takes to be a world-class recruiter?
Next time your talking to a recruiter (if you are anywhere on the web it'll likely be soon), ask them about their job and see if there are any vacancies at their firm. Recruitment might not be your ultimate calling but a spell in this "wonderful" world will do your career all the good in the world. Such multifaceted and challenging job will give you a wealth of experience and reveal a treasure trove of new skills you never knew you had. Give it a shot, see what you think and let me know you thoughts. And if you don’t warm to it, you can always use your new found knowledge to land yourself a great job or start a blog about it like some individuals do.
The best people in our inglorious industry will not work with bad recruiters – so why should you settle?
The barriers to enter the world of recruitment are low, just as in sales; there is no formal training or regulated license required. Any chancer with a telephone and a computer can call themselves a recruiter nowadays. This allows for a great deal of competition which is mighty most of the time but on occasion it can cause problems for all the stakeholders in the recruitment process.
As the story goes "It all started with a bang" or in this case it all starts when the recruitment parasites cut corners and make concession on how ethically they behave. This article is about knowing when you are dealing with an unscrupulous recruiter, allowing you to filter these out in favour of the top-class recruiters you should deal with.
The objective of working with a recruiter to actively share information and let them represent you to job opportunities. A recruiter with little experience or lack of scruples in fact jurt your chancs of finding your dream job, as they can misrepresent you to their clients, your potential employers. In this game you only get one chance so we have to make it count.
The big flashing yellow warning signs of a Recruitment Cowboy:
This should wend alarm bells ringing when the"recruiter" cannot give you the right information about the vacancy (such as remuneration, duties, organisational structures etc.), the company and sometimes can't even inform you about the industry. There could obviously be legitimate reasons but generally speaking this will be a very bad indicator. Keep in mind that a good recruiter would not be willing to fill a vacancy without this information being supplied by his clients.
No foal, no fee assignments only:
This usually means they have not actually been given the formal instruction to work on behalf of any specific company. They are instead sending candidates out to a job on a wing and a prayer that the client will want to interview. Unless the client is on board (and they are not likely to be), both you and the so called recruiter are doing sweet F more than wasting time.
Only ever speaks with you when they have a role that fits:
When you don't show jaw-dropping interest, they will quickly move on down on their list. Although this is the nature of the unforgiving animal that is recruitment, a good recruiter will touch base with you on a regular basis. This would typically be a call every 6 months or so for some casual information sharing and general catch up. This is an essential part of really understanding a candidate and knowing exactly what you are looking for.
Not specialized in your field:
this one comes with a caveat, the jobs market is changing and so too is the way recruitment works, non-specialized recruiters may be common place in some jurisdictions. Having said that there are many generalist recruitment agencies of significant size that will try to break into niche job markets. And even though the recruitment agency you are dealing with may be well known, the specific recruiter looking after your market might be working on their own cognition and be tasked ‘building their own market’ which is a mammoth task and will certainly not help you find the job you are looking for.
All about the money:
This is when a recruiter concentrates exclusively or almost exclusively on your cash remuneration as opposed to what should really matter to candidates, e.g. growth, up-skilling and career opportunities. Again, an informed and expert recruiter should take a more holistic approach and see what will really make you happy when you land a new position.
They will forcibly talk you into taking a job, often not giving you enough time to really consider the job and make a decision. This will inevitably lead to you making the incorrect decision for you and changing you changing your mind shortly after accepting the job.
Asking you, yes you, for a "bitta dosh"
Candidates should never have to a recruiter for doing their job. This is because the client (employer) pays their fees. If you are asked for money by a recruiter, ask exactly what it is for and then tell them this and you can quote me:
"In Ireland it is not illegal to ask for a job seeker to pay a recruiter to finds them a job. However, the maximum fee that a recruiter can charge is one euro and twenty seven cents (it used to be one punt before the euro change-over, thus the reason for the strangely specific figure) and that if they are that stuck for cash, they can sing for it."
If you come across a "recruiter" who exhibits any of these tell tale signs, politely tell them that you are either you are conducting your own job search or working exclusively with another recruitment agency and ask to be removed from their books. By law they have to remove you and even send you a letter confirming the removal, so make sure you gte that or you know, and email, it is 2014 after-all.
Do note that the large majority of recruiters out there are highly professional and work hard to ensure your best interests are at the centre of their drive. Trust me they are just as weary of the cowboys as you my friend. It's amazing how a few bad apples can often spoil the whole bunch. That's why I have written this article, in order to save you having a negative experience and ensure you only work with the best :)
Happy Job Hunting (Sounds so much cooler than job hunting don't you think?)
Please also take a moment to check out Wannawork.ie, we've over 150 employers in the west and north west and growing!
I strive to be a leader not a follower, and in reality you should too. That said right now I'm talking about who in the industry you should follow and by follow I mean on Twitter, connected to on Linkedin, Facebook etc. These are people or companies that will provide you a wealth of valuable information about recruitment and best practices. This list is not an all encompassing list, but showcases many of the big shots in the recruitment space.
Now as I am sure I do not have to tell you of course you should follow me also :P
Emmett Corcoran - ("Recruitment Ramblings”)
LinkedIn - ie.linkedin.com/pub/emmett-corcoran/38/b55/a19/
Twitter - http://twitter.com/EmmettTCorcoran
Facebook - http://www.facebook.com/emmett.corcoran
Blog - http://www.emmettcorcoran.com/rare-ramblings-blog/category/recruitment-ramblings
So enough with the shameless plug and on to the others
Shally Steckerl – one of the best and most knowledgeable sourcing experts around.
Randy Schrum- A major player in Social Media
Marvin Smith- a pioneer in the staffing world (Talent Community)
RSS feed- http://twitter.com/statuses/user_timeline/22414394.rss
Jim Stroud- The “searchologist”
AmyBeth Hale- The “Research Goddess”
Gerry Crispin- CareerXroads knows his stuff
Twitter- http://twitter.com/ gerrycrispin
Glenn Gutmacher- One of the best sourcing agents around
John Sumser – HRE Editor
Kay Kelison - The “Recruiter on the Go”
Blog - http://kaykel.posterous.com/
Glen Cathey – “Boolean Black Belt”
Twitter - https://twitter.com/#!/GlenCathey
Blog - http://www.booleanblackbelt.com/
Dan Harris – “Sourcing Talent”
Linkedin- www.linkedin.com/in/dandharris y
Twitter - https://twitter.com/#!/danharris
Blog - http://sourcingtalent.wordpress.com/
Todd Davis – “The Candidate Generator”
Twitter - https://mobile.twitter.com/thecandidategen
Jeremy Roberts – “SourceCon Editor”
Twitter - https://twitter.com/imJeremyR
Amy Ala – The sourcing firecracker
Matt Charney – RecruitingDaily & RecruitingBlogs editor
Nicole Greenberg Strecker – A recruiting legal expert
Laurie Desauteis – A social Media recruiting Expert
Mark Tortorici – A Sourcing guru
Shane Bowen- Sourcing Hacks
Naturally there are many more to be had, and I will update this list again. I have focused primarily on America based recruiters, agencies publications and big-wigs here. As I'm confident that many of the European (UK & Ireland) recruiters are already on your list.
Don't forget to- Follow. Find. Connect & Subscribe!
Thank you to Recruitingblogs.com for providing a source for finding the links to all the social media above :)
"If you're willing to keep moving forward, eventually you will succeed."
All opinions and views expressed are my own, they do not necessarily reflect the positions of my businesses.
One reader asked why I monitor my comments and why they must be approved, and just for the rest of you it's not for censorship, it's because of Spam-bots. I'll publish all comments posted by real people :)