What makes a successful recruitment consultant?
At Proclinical, our consultants have the opportunity to vote for their Employee of the Month, in support of the merits and achievements of their colleagues. Here’s how the stars of Proclinical are described by their peers:
Our recruitment consultants spend a lot of time speaking on the phone and meeting with people face-to-face each day. Recruitment consultants act as a liaison between employer and prospective employee, trying to negotiate a mutually-beneficial agreement for all parties. As candidates and HR personnel have busy professional and social lives, this can sometimes be challenging and frustrating for recruiters, but it is important for many reasons, including:
- Relationship building – ensuring that each party is satisfied with the service being provided
- Candidate referrals – referrals are a great way to get in touch with talented candidates who are similar to those that they already know and trust
- Networking – the more candidates and clients that they speak to, the broader their network and the greater their ability to connect with experienced talent
- Sharing information – having an open line of communication with all parties and ensuring that everyone is on the same page
Asking the right questions will help to ensure a technical and cultural fit. A high percentage of employers value candidates who will complement the existing workforce over the best technical skillset. Similarly, candidates are more committed and motivated when they identify with their company. For example, at Proclinical, our consultants ask candidates questions about their ideal company culture, pay and benefits, preferred location and willingness to relocate to ensure that the company will meet their personal needs. Not knowing these important details from the outset can cause difficulties and delays further down the recruitment process.
The process of gathering information is also very useful for when recruiters are trying to manage expectations. This involves things like giving clients a realistic time to hire, briefing candidates on what to expect from the recruitment/interview process and handling notice periods.
Recruitment consultants cannot hope to locate, connect with and place suitable candidates if they do not possess a strong understanding of the market and industry that they are working within. Candidates and clients alike will only trust their recruiting partner if they believe that they also fully understand the technical requirements of the role, and how it fits into the company and wider industry.
Understanding what motivates candidates within their industry is also key to being a well-informed recruitment consultant. A lot of this can be achieved by asking questions, as discussed above, but can also be gathered through research. For example, life science recruiters would benefit from reading something like Proclinical’s employee engagement report that sheds light on what life science employees are most motivated by, be it salary, career development or benefits package. This is particularly useful when trying to engage with passive talent or very senior candidates.
Always growing
A truly pioneering recruitment consultant will always have in mind professional growth. This is not only limited to their own career development, but also the growth of their company, as this in turn will benefit them. Truly successful recruiters will look to the future, building a strong pipeline, utilising new technology to maximise their productivity and setting aside time each week for business development. It will not do to merely go through the motions as a recruiter.