Separate names with a comma.
Discussion in 'Off Topic' started by borassic, 10 Feb 2018.
Cheers for the tip, in your opinion what makes a good recruiter other than honesty?
Well done on getting through the early rounds mate, recruitment interview processes are thorough to say the least! In terms of your interview, as you may already know many people in recruitment (rightly or wrongly) think of it as a sales role... So think of it as your own business... What is your product - high quality candidates, how are you going to source them? Then think about who your potential clients will be, how are you going to identify them?
The first few months should be about building your candidate pool and becoming established with potential clients, you may inherit some existing clients - meet with them and build relationships with them. Research potential clients before you give them a call. Being able to talk knowledgeably about a company will set you apart. There are a lot of recruiters that will just pick up the phone to a name on a database not knowing the first thing about them or their business, set yourself apart from them.
Recruitment is a demanding industry, many recruiters cut corners for 'quick wins', but people have long memories and relationships with clients can easily be damaged. Don't submit CVs for candidates that you know aren't a match for a role just to hit an internal target and if you're struggling to find candidates keep your clients updated about what you are doing in order to get them relevant candidates. You're the specialist in your area and they will respect your opinion.
I hope that helps and best of luck!
Keep communications open ....if you're struggling to find candidates tell your client that, and why
Know your market.....join forums and groups so you can get to know candidates market trends etc
Treat candidates respectfully and with integrity .....remember they're tomorrow's client
I would tell them that I would set up a system to receive feedback from both the employee and company to ensure your matching works for both parties.
It also shows a mindset of continuous improvement of the service you provide. You will at times be under pressure to put people into jobs that may not be a great fit. Resist this as you will piss off everyone. Being honest with clients is vital, but that honesty should include advice on how they can improve their chances.
Recomending people consider additional training. as your monitoring of what type of people get hired, may be useful. Having a clear picture of what employers are after then identifying solutions to those gaps would be a winner.
Also where to find the training in a location that’s suitable is easily done by a simple google of accessing a particular training.
Relationships are not built on quick fix. You need to know not only what they want now, but where they would like to be in five years and offer support to achieve that and in doing so retain them as clients through various employment stages.
Building up a portfolio of clients who seek you out each time they move shows you are getting it right. Evidencing that on a continuous basis from the off shows your employer you see your role to be the go to guy throughout their careers.
If that fails, then offer them all out for a square go and swear a blood oath that each of them will die in your rat infested dungeon.
It’s their choice.
@blueinsa @Ban-jani @Didsbury Dave @Blumers Bloomers @Magicpole @Bellamy's Caddy
Got the job, thanks for the help!
Made up for you mate and wish you great success
Fantastic news, hope you smash it
Be all over job hunters like a rash when you think they might be of any use. Don't be arsed to acknowledge unsuccessful candidates. They're losers, who should be down at the food bank instead of wasting your valuable time. Adopt a "spray and pray" policy and send employers CVs of everyone who fits the job spec 5% or more. Let the paying punters do the sifting as their time is worth less than yours. If you place a total misfit, don't worry as long as your bonus is in the bank.
Follow these guidelines and you'll do well...
What you could do is keep a note of the telephone numbers of all the staff you place. Then you can deliberately unsettle them after the probation period and your exhorbitant fees have been paid and suggest they all hang just near the office door whispering on their mobile to you on the staircase. Get them a new position for a few hundred quid more per annum and pocket another fee. Then revert to the start.