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How to Become a Recruitment Consultant

Becoming a recruitment consultant or headhunter is a lucrative career option for people in any stage of their working life. If you’d like to work in a field with generous base salaries and the potential to earn copious amounts of commission and bonuses, read on to learn how to become a recruitment consultant.

Before we start, let’s first talk about what exactly a recruitment consultant does. Recruitment consultants work together with businesses to help them find the right candidates for their job vacancies. They usually work on a target based system and receive commission for every match that they make.

Typical daily tasks of a recruitment consultant could include checking C.Vs, arranging interviews between the client and job candidates, placing job adverts in newspapers and job sites, negotiating pay and salary between the client and candidate and taking care of any administrative tasks that need to be done after the candidate has been employed.

If this sounds like a job that you can excel in, here’s how to become a recruitment consultant today.

Formal Training

There is no formal training required for becoming a recruitment consultant. However, most employers do prefer to hire university graduates. Degree holders from any subject area are welcomed.

If you want to become a recruitment consultant, but do not hold a university degree, there are still options for you. Some employers are open to hiring candidates with college-level degrees or even candidates with no degrees. To compensate, it is usually expected that candidates will have undertaken some relevant work experience such as administration work or sales work.

Build your Sales Skills

Recruitment consultancy is a job which is heavily sales-based in nature. For that reason, it is definitely advantageous for candidates to have strong sales-based work experience.

If you are at university and considering becoming a recruitment consultant after graduating, it would be beneficial to take an evening or weekend job working on a busy sales floor, or in a call centre. Target based sales experience is particularly advantageous so any work in this field would be an added plus.

Search Job Sites

If you want to become a recruitment consultant, you’ll find that jobs are plentiful. Start your search by looking on job websites to find positions in your area.

Many recruitment consultancy jobs are also placed on HR specific job websites. Broaden your search horizons and start looking on a variety of sites to find the perfect fit for you.

It could also be beneficial to sign up with a recruitment company to help you find your job as a recruitment consultant. Since they are experts in their field, they’ll be sure to link you up with a potential employer in no time at all. Plus, they might be able to give you some first-hand advice from their own experience of becoming a recruitment consultant, too!

Start in an Entry Level Field

Most recruitment consultants start their careers working as a trainee in a small team.

One the job training is usually provided in-house for trainee recruitment consultants. Some companies will also give employees the opportunity to study towards professional qualifications and accreditations.

The easiest way to progress as a recruitment consultant is to prove your worth by consistently meeting targets. Having strong skills in sales is a vital step towards becoming a senior recruitment consultant.

If you work within a small company, you might find that you need to apply for external positions in order to progress as a recruitment consultant. The higher you get up the career ladder, the more competitive you’ll find your job search will become. It may also be required that you look for positions outside of your local area for higher level jobs.

Becoming a headhunter is a great career option with a whole host of benefits. Follow our simple steps and you will be on track for a career in recruitment consultancy, today!

What to look for in a recruitment consultant

As any experienced jobseeker can tell you, there are plenty of recruitment consultancies out there but, with each varying significantly in terms of experience, expertise and style, how do you find the one that’s right for you? Here, with the help of our experts, are five key questions to ask…

Are they a specialist in the area you’re working in?

Job roles are increasingly specialised, and it’s frustrating for a candidate to talk to someone who claims to have in-depth understanding of your sector and discipline, but, when you scratch the surface, it’s clear that they don’t really understand your area at all. How can someone represent you credibly to potential employers if they don’t really get what you do?

“You want to look for functional expertise in your area,” says Singapore-based Joanne Chua, Robert Walters’ regional client development director for Southeast Asia and Greater China. “If you are a digital marketing candidate, for example, you want to be sure that you are talking to a recruiter who has a demonstrable track record of recruiting in that area – or who can at least draw on a large team, backed by appropriate experience, that does.”

“What you don’t want is someone who’s a jack of all trades and a master of none,” says Louise Campbell, managing director of Robert Walters Ireland. “Someone who was working with a lawyer yesterday, has a marketer today and a receptionist tomorrow. Look for evidence of knowledge of your industry or sector – throw a few keywords at them and see how they cope.”

Do you have people on the ground?

For candidates considering an international move, it’s vital to have people on the ground who know about your target territory, says Joanne Chua. “If I’m looking to relocate from London to Singapore, I’m about to move somewhere that’s very different in all sorts of ways to what I’m used to. I need someone who’s physically based where I’m going, so they can advise me on all those vital details beyond work, such as tax, housing and culture.” This kind of local knowledge and experience will help you as a candidate decide if the location is a good fit for you.

Do you work on commission?

“When consultants work on individual commission, the dynamic changes,” says Louise Campbell. “Without the pressure of commission, there’s no need for a consultant to over-sell a specific role or  try to shoehorn you into something that’s not really the right fit for you. So, it’s really worth taking the time to find a recruitment consultancy that incentivises recruiters to work in the long-term interests of candidates and organisations,” Louise advises. “In my experience, this approach removes the aggressive ‘salesiness’ you sometimes see and means you can trust your consultant to work in your best interests rather than their own.”

Joanne Chua agrees. “Ask yourself: Is this consultant in it for the long haul? Do they care about me? Some recruiters are very transactional – they just want to get you placed so they can pick up a commission and move on to the next one. But as a candidate, I want a recruiter who cares about me and my future, who’s in it for the long-term relationship.”

Will you have the whole business working for you – or will you be working solely with one person?

You want a consultant who’s interested in finding the right job for the right person,” says Louise Campbell. Good recruiters will introduce a candidate to other experts within their business, she says, all of whom will be happy to contribute their skills, contacts and knowledge of different territories.

“You want access to the widest possible pool of opportunity – the whole array of jobs and opportunities even up to the global scale,” she says. “This is another disadvantage of the individual commission-based agency, where you’ll only meet the one consultant, who’ll be desperate to place you among their contacts and won’t be able to take account of the wider network of possibilities that might be out there.”

Will I have to work with one agency exclusively?

It’s never wise to go with a recruitment consultancy that demands you work exclusively with them, says Louise Campbell. “A good consultant should make you feel you’ve no need to go elsewhere, that the whole market is being covered for you – but they should never try to pressure you into any kind of exclusivity agreement.”

 

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The Importance of a Strong Recruitment Process & Using a Reputable Recruitment Agency

the importance of a strong recruitment process

Successful recruitment is a direct reflection of the validity and professionalism of your business. Employing the right people for your business is the most important part of your organization. It is essential to have a good recruitment process to attract the right kind of employees for your business needs. Your recruitment process should be cost effective as well as time effective. Recruiting and training can be expensive and time consuming so when you are recruiting, make sure that you are making the right choices. 

A good recruitment process can minimize the time involved in the searching, interviewing, hiring and training. It can streamline these processes and make your search for viable candidates much more efficient. It is very important to build a positive image to your customers, peers and competitors.

It is essential to list the skills your new hire will need to fulfill his/her duties. To get better and successful results in your recruitment process, promote specific criteria that are relevant to the job. Always evaluate your candidates skills thoroughly for the position that you are hiring for Knowledge, Skills, Ability and Others “KSAOs”, this is a great evaluative tool for hiring the right candidate for your business. Obviously, there is no guarantee that your selection will be correct, but you can do all that you can to reduce your risks and maximize your potential to hire the right candidate.

You can find good, qualified, reliable employees for your company if you have a successful hiring process. Make sure to follow an organized recruitment path and you will find candidates that will prove to be great assets to your business.

the importance of using a reputable recruitment agency

Iris Fischer, founder of FP Recruitment Agency & Executive Search has more than 15 years of experience in the Office & Commercial recruitment sector within Thailand. She is dedicated to placing the best candidates in many of the best companies and organizations in Thailand and has a growing reputation for a high level of service from both clients and job seekers. Here are the reasons she believes it is so important for companies looking for new recruits to ensure they go through a reputable recruitment company.

Safety in your search

Job scams are on the rise in Thailand, so ensure you are using an agency who is a member of an Industry Association which means an extra layer of checks and high levels of vigilance. This gives extra reassurance to companies, and also job seekers that they are dealing with a reputable company. Companies who are a member of an Industry Association will be working hard to protect their own reputations and will, therefore, have standards in place to prevent job scams and meet legislative standards. This means recruiters will take extra steps to ensure jobs, companies, and information is genuine and correct.

A process managed from start to finish

Requirements for a new position are sometimes required to be very specific and this means, as an employer, it’s invaluable to have a specialist on hand who understands and has access to a database of candidates in your niche area. Sourcing, profiling and screening candidates may not be within the skills of your in-house team. Good recruitment companies use traditional, people-focused recruitment strategy for candidate selection and campaign management, this also allows you to dedicate much less time and internal resources to recruitment and concentrate instead on driving their business forward.

Find the best

A reputable professional agency will be in a position to access a range of quality active and passive candidates, not to mention their wide network of contacts collected over their years in the business. They will also be optimizing their job adverts to rank highly in candidate’s job searches. Candidates that are actively looking for work are much more likely to register with a recruitment agency that has a high reputation through word of mouth. More importantly through their interview skills both over the phone and also face to face they are more likely to find you the right fit not just in skills but also in culture and values.

Setting salary expectations

A reputable recruitment agency will be able to give you accurate benchmarking of roles through their knowledge of the current marketplace and what salaries are in demand for each position not to mention what your competitors are paying. Using salary data and local market knowledge they should be able to advise you on what the correct salary is for each different role that you are recruiting for and offer advice and guidance on rare skill sets when needed.

Flexibility

Staff Outsourcing is a practice that many companies around the world are adopting for to achieve greater organizational flexibility, improved efficiency, reduced overheads and a hassle free HR management. Fischer & Partners Staff Outsourcing Division was formed to cater to a growing need of businesses to reap the economic and operational benefits offered by outsourcing. Using an agency allows companies fast access to candidates without the hassle of managing the process themselves.

If you are a business looking for the new talent we can work with you to source the best candidates to help drive your business forward. Contact us today to discuss your requirements.

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