Mythbusters – Recruitment Style by Anna
February 1, 2019
Working within Recruitment can certainly have its moments, let’s face it, when your product is people things aren’t always in your control! But what about when you do have the perfect candidate, finding them their perfect, forever job is going to be easy, right??
Job adverts are easy to write….
I have started with this one as it is one of my favourites, and probably the easiest one to respond to when I hear it. How often do you read a job advert and think, ‘I have absolutely no idea what that job entails and I don’t have time to check’. Or see a job advert with no salary bracket? Or unsure if you are qualified or have the relevant experience to apply?
A well written job advert will have candidate’s thirsty for more details, wondering if they might be selected for interview and excited to submit their CV. If you receive an application or CV and it seems like the candidate isn’t that interested, it may be the advert wasn’t very interesting. Churning out the same old templates won’t wash in a candidate market, and let’s be honest, anything not original can be copied and pasted by your competitors. While it might seem that sitting with a thesaurus and using ‘buzz words’ will save the day, in actual fact it can be off-putting. Recruiters are trained to listen and understand your job description, and any worth their salt will write you an ad that brings in the talent you are looking for.
Always go for the biggest, most well know agency….
Ever heard the phrase ‘Jack of all trades, master of none’? The main benefit of choosing a smaller, boutique agency is the specialism. Does your recruiter understand your business? Your client base? Your liabilities and social responsibilities?
When choosing your recruiter, look for the industry experts. Time is money, nobody wants to explain their business every time they need a new recruit. A personal, knowledgeable approach can’t be underestimated, and you are much more likely to be looked after when your consultant isn’t looking after a high volumes of clients from different industries.
Recruiters are all about the money….
Absolutely, some of them are! And doesn’t everybody like earning money?
The hard fact is though, reputation is everything in recruitment. Word of mouth and referrals make up a huge percentage of an agency’s client base, and without it brings a lot of negative press to your door which is hard to get away from.
Sadly, as with all industries, there will be good and bad. Do your research, ask questions, and above all else, go with your instinct. If it doesn’t feel right and you just can’t put your finger on why, move on to someone else. Once you find a good one they will be a massive asset to you. Look for a consultant, not a sales person! Most recruiters take years to shape their skills, build a network and pool of candidates, they are the ones you want to work with.
AI will soon replace Recruitment Consultant….
Can make this one brief, when you start hiring robots, they’ll likely be recruited by them, until then, people will always need people. There are so many times when emotional intelligence is required to place candidates, we are all human (for now). And while technology is progressing every day, and my phone is officially much smarter than me, the touch of a caring and sensitive consultant will never be replaced. There is a lot to be said for drawing on experience, lightening the mood with a joke, and my favourite, a warm smile! Remember, it’s all about the relationship!
Recruiters only care about their client and will talk you down on salary…
Filling the vacancy they are given is a consultants job, and without doing so, they wouldn’t stay in business! But is there any benefit to filling the role with someone inappropriate? A good recruiter would think not! Going back to the reputation being key, would anyone want to submit their CV to be put forward and encouraged to take a position they wouldn’t commit to? Or worse, to take a lower salary than they are worth. And of course, most recruiters work on a commission structure (likely a percentage of the annual salary of the candidate), which is subject to clawbacks if the candidate leaves in a lot of cases. It’s great to earn money but the shine wears off when it’s taken back from you!
The placement should be right, for both the employer and the applicant. It serves nobodies interest when this isn’t the case, and the damage that can be done can have a lasting effect on the consultancy!