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.


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.

5 Reasons Why You Should Use a Recruitment Agency

How Using A Recruitment Company Can Help Your Business

5. Extended Reach For The Best Talent

A recruitment agency will have access to the best talent available; this includes access to candidates that are actively seeking work, as well as talent that is currently employed elsewhere.

If you use a recruitment agency, you’re statistically more likely to access the best job-seekers on the market; candidates who are actively looking for a new job position are more likely to register with a recruitment agency due to their efficiency. Most agencies will position job vacancy adverts on a range of job boards, understanding the logistics and marketing value behind using each one – invaluable knowledge that can only be accessed from working in the recruitment sector.

Finding the right candidates can sometimes be difficult, simply because they can be hard to find. If candidates don’t position themselves as ‘actively seeking a job’ then they are most likely to have a trusted, specialist recruiter who commits to job applications on their behalf – that’s access to a ‘talent pool’ that may be unreachable otherwise.

Recruitment agencies have many networks – each consultant has the potential to leverage their networks to help connect you to the right people.

4. Saves Time

It’s common knowledge that in business, time is money; however, if you use a recruitment agency, you are saving time. Recruitment agencies save your business time because they take care of the initial steps in the hiring process. No more sifting through applications and CV’s, a recruitment agency will ensure that the time you spend in the application process is spent wisely on viewing those worth considering.

However, it doesn’t end there; a recruitment agency will then schedule interviews and prepare the candidates with all the information they need – all you have to do is prepare and turn up!

Recruitment agencies deal with all of the administration issues such as: communications with successful candidates and unsuccessful applications, as well as verifying candidate information like qualifications and references.

If a business chooses to use a recruitment agency then they will reduce the time and in-house resources needed for recruitment dedication; this can lead to a quicker turnaround in filling vacancies and an increase in the efficiency of the organisation.

3. Additional Services

Recruitment agencies conduct background checks on candidates, which is essential when considering potential employees; this can be really time consuming as it involves following up on references, conducting preliminary interviews and making sure the candidate matches what they promise on their CV. Another reason as to why you should use a recruitment agency is because a business can feel assured that any candidate you meet has already passed the provisional tests as part of the additional services.

It’s important to consider the additional services provided by a recruitment agency when choosing which to go with, for example: psychometric tests, contract and permanent recruitment, executive search, project support and managed services are all beneficial facilities provided by the best recruitment agencies.

VHR offers online aviation training services for candidates, find out more here.

If your business has a job position available with an uncertain salary, a recruitment agency is ideally placed to give you an accurate market rate using salary data and local market knowledge. Most recruitment agencies will use website’s such as Glassdoor and Indeed to benchmark salaries and expected candidate rates.

Find out about VHR’s beneficial, additional services here.

2. Expertise: Market Knowledge

Often, your candidate requirements may be specific and difficult to find; this is where a recruiter’s industry expertise and market knowledge proves to be priceless. For example, if you are hiring a manager then you may need an expert opinion and knowledge of current recruitment legislation – the agency should know all the relevant requirements and legalities applicable.

Once you have developed a relationship with a recruitment agency that you trust, your future hiring’s will be easier as the agency will be aware of the qualities that are needed to make the right fit within your business. The best recruitment agencies will act as partners and collaborators, and will be your eyes and ears in the market.

Recruiters are industry specialists in their markets, and can give the hiring team regular insight in to what is happening. These recruiters will know: how to reach out to the best available talent, salary rates, career expectations, current hiring complexities, available skill-sets and shortages. For example, if there is a struggle to find the same quality of candidates in other relevant businesses, then expert recruiters will be able to advise on alternative solutions.

1. Short-term And Long-term Cost Savings

Recruitment agencies will have allocations on the all the top job boards, so you can ensure that your business’s job advert is in the correct place – posting single one-off jobs with advertising agencies can be expensive.

The cost of sifting through CVs and conducting initial conversations adds up, however if business’s use a recruitment agency then not only is that cost reduced, but there is also the ability for the recruiter to help negotiate the best salary (giving both guidance and advice on what is fair pay) resulting a greater chance in hiring the top candidate.

Short term costs saved:

. Posting job adverts – cost removed

. In-house staff can perform their other duties

. Reduces potential overtime costs (temporary hire/overtime periods)

. Reduces the likelihood and cost of hiring a candidate unfit for the role

Long term costs saved:

. Reduces training costs (some recruitment agencies offer candidates the chance to learn field-specific regulations whilst searching for a job)

. Future hiring costs are reduced due to trustworthy relationship with recruitment agent

Find out more about recruitment expertise and award winning recruitment services, or learn about the importance of ethical recruitment.

Step-by-Step Guide for How to Start a Recruitment Agency

This is a good time to start in the recruiting business. After all, placements in the Top Echelon recruiting network are up nearly 20% from this time last year. In addition, a total of 22 recruitment agencies joined the Network last month. But should you start a recruitment agency?

If you’re just starting out as a recruiter or if you’re only contemplating starting a recruiting business, there’s a lot to think about. It’s not like you can wake up tomorrow morning, drink an exceptionally strong cup of coffee, and say, “I think I’ll start being a recruiter today!”

Kick-start your recruitment agency!

No, there’s a bit more to it than that. In fact, there are a ton of steps involved in starting your own recruitment agency. Well, perhaps “a ton” is a bit of an exaggeration. At the very least, there are these 15 crucial steps for starting your own recruiting agency:

#1—Determine if recruiting fits your personality

Maybe you’ve done some recruiting before. Maybe you haven’t, and you’re trying to figure out how to start a recruiting business from scratch. If you have, then you probably have some sort of idea of whether or not it’s a fit for you. If you haven’t, a word of warning: recruiting is NOT for everybody. The profession is filled with peaks and valleys and ups and downs. In fact, it’s often referred to as a “roller coaster.” If you like a steady paycheck every two weeks more than you like recruiting, then starting a recruitment agency is probably not for you.

#2—Examine your recruiting (and business) experience

Once again, if you don’t have any, then there’s not much to examine. However, if you do have experience, reflect on that experience and extrapolate it. Remember, a recruiting firm owner has many more responsibilities than an agency recruiter working for that firm. If you’ve never run your own business before, that is going to increase the degree of difficulty involved. That’s because as an owner, you’ll have to be a recruiter and also run a business.

#3—Strengthen your recruiting (and business) skills

Okay, so now that you’ve completed your self-examination and assessment, now it’s time for improvement. If you’ve already worked as a recruiter for an agency, then you have a foundation of experience. Will you know how to train recruiters if you haven’t been trained as a recruiter yourself? If you haven’t worked for a recruitment agency before, you might want to work for a recruitment firm before starting your own agency. Regardless, there are plenty of recruiting webinars, training materials, and recruiter training videos available for those who are interested.

#4—Determine the services you’ll provide

There are many different types of recruiting firms. If you already have experience in the industry, then you probably have an idea of what kind of agency you’d like to start. Below are examples:

  • Firms that only place candidates on a direct hire employment (full-time) basis
  • Firms that only place candidates on a contract (part-time or temporary) basis
  • Firms that place candidates on both a direct hire and contract basis

There many other services you can provide as a recruiting agency. Study other firms and conduct additional research to determine which ones appeal to you.

#5—Identify both your industry and niche

The most successful recruiters and recruiting firm owners are the ones who work within a niche that has a great demand. In other words, a niche containing employers that are having difficulty finding highly sought-after candidates. Basically, you want a niche where there are only so many candidates who can do what employers want. As a result, they are more than willing to pay you a recruiting fee to recruit them away from their competition.

#6—Assess the competition

Okay, so you have a great niche, one with plenty of demand. How many other recruiting firms are working in that niche already? That’s the second part of the equation. Sure, the niche might be promising, but if it’s already overflowing with firms and agencies, then it will be more difficult for you to carve out a space in that niche.

#7—Calculate start-up costs

Okay, now we’ve reached the business portion of this whole endeavor. Starting a recruiting agency costs money. It costs money to start and it costs money to operate. Here are some examples of things that will cost money:

  • Staff members (if you have any to start)
  • Insurance
  • Marketing
  • Office space (if applicable)
  • The usual expenses associated with a business of any type

If you don’t already have the funds to get this party started, then you might consider a small business loan or even small business grants, if you can secure them.

#8—Select a physical location for your recruiting business

Will you be working out of your house? In an office setting outside of your home? In which town or city? How much space will you need? Will you be able to claim any small business tax deductions while starting out? What would be the best and most economical choice? A lot of questions, to be sure, but they must all be answered.

#9—Select a geographic area for your services

There are many different types of recruiting agencies in this regard. Some are only regional, say in one state or a cluster of states. Some operate all across the United States. Some operate in both the U.S. and Canada. And some are world-wide. The physical location of your recruiting office might be in downtown Cleveland, but you could place candidates at employers all throughout the country.

#10—Research applicable laws and regulations

We’re talking not only about laws and regulations concerning your business, but laws and regulations about a recruiting business in particular. They aren’t one and the same. If you’re based in Cleveland, what are the laws for Cleveland? If you’re based in Cleveland, but you place candidates at employers in multiple other states, what are those implications? Here are some other things to consider:

  • A business license
  • Equal Opportunity Employment laws
  • Laws regarding various types of insurance, especially if you have employees
  • Laws related to business taxes

Once you’ve done your research, map out how these various laws, rules, and regulations will affect you.

#11—Research available tools

There are many tools available to those who are opening a recruitment agency. Here are some of the tools that you should consider:

Recruitment website design—A website is essential for recruiting firms these days. You lose credibility without one. When you get one, be sure to include a recruitment job board, which allows you to advertise your jobs on your site.

Posting boardsSpeaking of which, if you have open job orders, you’ll want to give them as much exposure as possible. In addition to posting your jobs on your website, you can also utilize select job posting services to get them in front of qualified candidates.

Recruitment softwareAnd how will you keep track of all your job orders, candidates, and contacts? With an applicant tracking system for recruiters, of course! You’ll want to select one that is not only online, but is also simple yet powerful. You don’t have time to be mired in minutiae.

Recruiting networkSometimes you need help filling job orders with qualified candidates. Or maybe you have qualified candidates, and you need job orders instead. Whichever the case might be, a split placement network can cure what ails your recruiting desk.

Contract staffing services—To truly maximize that desk and bill more, you should consider making contract placements. It’s easy to do, even as a one-person operation, if you use a contract staffing back-office. The back-office will take care of all the tedious details associated with making contract placements.

#12—Create a business model

Now that you have all of your pieces, parts, and tools together, and know how to start a recruitment agency, you must decide on a business model. In short, you must decide how you will make money. All of the research you’ve conducted regarding the services you plan to provide, the niche in which you plan to work, and the tools you choose to use will help. It’s important to identify all of the piece involved in the process and map out how your model will produce the kind of income you seek.

As part of your business model, you will also have to decide on the structure of your business. Will you be a sole proprietor? A limited liability corporation (LLC)? An S-Corp? If you don’t know what the heck I’m talking about, then research is in order. And don’t forget to research the local, state, and national rules and regulations regarding each (#10).

#13—Create a marketing plan

There are three parts to this step:

  1. The companies to which you will market: You’ll have to research these companies, or if you’ve already been in the recruiting business, then you already have an idea of who they are. You might even have a list of who they are.
  2. The candidates to which you will market: If you don’t have a database of qualified candidates, then you will have to assemble one. You can’t market your jobs to them if you don’t have them in the first place.
  3. The method in which you will market to those companies: These days, the methods are nearly endless. The Internet has opened up a whole new world, and leveraging the power of your recruiting website (see #11) is a good place to start. But it’s just the beginning. There’s email marketing, cold calling, recruitment agency introduction letter to client via “snail mail,” and online advertisements.

#14—Assemble corresponding marketing materials

Now that you have your plan, you can carry it out with the necessary materials. In addition to a website, your firm will need a logo. That logo should be placed on all marketing materials and correspondence. And let’s not forget business cards. These days, an email newsletter for clients, candidates, or both is nearly essential.

#15—Hire staff (if you plan to have staff)

Hiring staff is an optional step. There are many different types of personnel that you can bring on board. They include the following:

  • Administration staff
  • Researchers
  • Marketing staff
  • Other recruiters

Different owners choose different avenues with staff, depending upon their business model and the niche in which they work. Some owners are “solo operators,” which means they basically do everything. Other owners hire a number of staff and set themselves up as the “rainmaker,” or the person who is responsible for making placements and closing deals. Of course, growth is a factor. You could start out small as a one-person operation and then grow to the point where you have a full staff.

Other tips for starting a recruiting agency

Okay, you’ve got the steps. Now what about other tips? Any endeavor as complex as starting a recruiting agency is going to be wrought with tiny nuances and unforeseen considerations. Some of those considerations are listed below:

Social media—Sure, you have personal accounts on LinkedIn, Facebook, etc. But now you need company accounts for all of them. In fact, you might need to set up accounts on social media platforms with which you’re not even that familiar. Social media is a growing part of recruitment, and it would be a mistake to ignore the role that it plays within the profession.

Hiring outside vendors and/or contractors—You’re a recruiter and a business owner, but are you also an accountant? A lawyer? Probably not. What does this mean? It means you must hire an accountant and a lawyer, plus every other person in a professional capacity that has the knowledge necessary to help you run your firm.

Banking—Choosing the correct bank can make or break you, especially during the early stages of your business launch. Research banks carefully, but even better, get recommendations from others who work in the recruiting business. You usually can’t go wrong with referrals.

Settling into a new work routine—There are two parts to this: settling into the typical working recruiter routine and devising a routine that works the best for you. After all, if you work a national desk, you have to take other time zones into consideration. That means if you work on the East Coast, stopping work at 5 p.m. is probably not an option. And if you work a global desk . . . then be prepared to make and take calls at all hours of the night.

Well, that’s about it. You can absolutely dig deeper into these steps and tips (and you should), but they provide a solid framework for how to start a recruiting agency.

Considering the uncertain nature of the profession and the fact that there are human beings at both ends of the sale, it can’t possibly prepare you for everything you will face.

But some things you just have to learn on your own.

How to Create Best Recruitment Strategies & Plan?

Recruitment is a key HRM activity. The status of performance and organization depends on the effectiveness of its recruitment function.

A powerful Recruitment procedure is going to find the genuine enlistment needs of the association and satisfy the requirements. The organization needs to be linked to the overall strategic business plan. The needs are as per number, quality, and specialized skills and talents in every area of the organization’s activities.

Recruitment Strategy

What is a Recruitment Strategy?

The recruitment strategy is a document that tells about the target position on the job market and the main recruitment sources to be used. The recruitment strategy needed to be aligned with the HR Strategy, and it has to support the strategic goals and initiatives of the organization and Human Resources. The recruitment strategy defines the main goals for the recruitment process and HR Recruiters have to follow the defined goals as the organization reaches the desired position on the job market. The successful recruitment strategy helps to match the innovative organization with the diverse human resources.

The recruitment strategy needed to be planned and practical to attract more and good talent to apply in the organization.

Importance of Making Strategies for Hiring Best Employees

Online Recruitment Strategy

The recruitment strategy helps to build a unique position in the job market. Every company wants to hire the best talents, but they are not in a unique position. The job applicants tend to favor organizations, which seem attractive to them. The smart recruitment strategy differentiates the organization from competitors. The different recruitment approach promotes the creativity of the organization on the job market.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

Identifying and Prioritizing Jobs

Requirements keep increasing at various levels in every organization; it is about a never-ending process. It is impossible to fill all the positions immediately. That is why need to identify the positions requiring immediate attention and action. 

Strategy for Targeting Best Candidates for Recruitment

The recruitment procedure can be powerful if the organization totally understands what sort of organization is required which will be helpful for the organization. This covers the following parameters as well:

  • Performance level Needed: Different strategies required for focusing on hiring high performing candidates and average performing candidates.
  • Experience level Needed: The Planning  should be clear as to what is the experience level required by the organization.The Applicant’s experience can range from being a fresher to experienced professionals.
  • Category of the Applicant: Applicant can be from the same industry,or Either from other industry, unemployed, top performers of the industry etc.

Benefits of Planning and Making the Best Recruitment Strategies

The recruitment strategy is a part of the complex competition for talents. 

The well-organized recruitment function is about a deep knowledge of competitors in the job market. All companies want to hire the same people. They do want to offer the best career opportunities. They want to build a competitive advantage based on the skills and competencies of the best candidates.

Recruitment is an expensive external service. Many organizations spend enormous budgets on hiring talents from the job market. They have no clear vision about their position on the job market, and they have to use specialized recruitment companies to deliver the candidates. The organization has a sharp allocation of the recruitment budget to the recruitment sources bringing sustainable long-term benefits.

The recruitment strategy saves time. The HR Recruiter does not spend time researching the recruitment sources, which are not attractive for the organization. The HR Recruiter is fully dedicated to several recruitment sources and benefits from the deep knowledge of the recruitment sources and the quality of candidates.

The HR Recruiters are focused on hiring employees with the desired skill set. The recruitment process is a powerful source of external knowledge how and it can quickly improve the know-how held by the company.

The organization does not have to advertise the job vacancies widely. The best talents want to work for the organization. They apply on their own.

The recruitment strategy focused on achieving the recruitment goals of the organization. They understand how goals are defined. The recruitment process is quicker. The decisions are made immediately.

10 Recruiting Strategies for Hiring Great Employees
Ilustration of a candidate in business attire. wearing a gold medal. Text reads:
Reviewed by Brendan Sullivan, Indeed Recruiter
4+ years of experience, 150+ roles filled

Recruiting top talent takes a combination of creativity and diligence. Technology makes it easier than ever to publish your job postings to a broad audience — but to really connect with qualified candidates and drive excitement about the role and your company, you have to find ways to stand out from other employers

Here are 10 recruitment strategies to help you immediately captivate job seekers, create a memorable first impression of your company, and successfully hire top candidates. Post a Job

What is a recruitment strategy?

A recruiting strategy is a plan of action to help you successfully identify, attract and hire the best candidates for your open roles. These are basic starting points that can help you recruit the job seekers you are looking for. They range from basic methods, like posting on job boards, to more advanced strategies, such as using a traditional recruiting agency or creating an employee referral program. You can implement recruiting strategies at every step in the hiring process.

1. Treat candidates like customers

Whether it’s a phone screening, video interview or an in-person interview, a candidate’s first impression of your company is critical. It’s important to make them feel like you’re just as excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.

  • Be respectful of their time. Whether it’s a phone call, video conference or in-person meeting, always be sure to show up on time. If you’re running late, let the candidate know as far in advance as possible.
  • Be hospitable. When a candidate arrives for an onsite interview, ask if they’d like something to drink and show them where to find the restrooms. Make them feel welcome and comfortable.
  • Make yourself available. Provide potential candidates with your contact information so they’re able to reach out with questions and concerns throughout the hiring process.

2. Use social media

Social media is a fantastic recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach aren’t interested in the role you’re hiring for, it’s likely they may know someone who is a good fit. Plus, by sharing photos and videos from company events, your workplace, and/or day-to-day office life that align with your employer brand, you give potential applicants a glimpse into your company culture.

Read more: Social Media Recruiting Tips and Strategies

3. Implement an employee referral program

Great people usually make a habit of surrounding themselves with other highly capable professionals. While many employees may already be sharing open roles with qualified contacts in their networks, a well-developed employee referral program can encourage even more of your employees to refer the best talent they know. Consider providing incentives for referrals with bonuses and contests so you can create excitement around the program.

4. Create compelling job descriptions

Writing an attention-grabbing and thorough job description is one of the most important parts of the hiring process.
Here are a few tips to consider:

  • Make titles as specific as possible. The more accurate your title, the more effective you will be in piquing the interest of the most qualified and interested job seekers.
  • Open with a captivating summary. Provide an overview that gets job seekers excited about the role and company.
  • Include the essentials. Write out the core responsibilities, hard and soft skills, day-to-day activities and explain how the position fits into the organization.
  • Highlight your culture. 72% of job seekers say it’s extremely or very important to see details about your culture, so take the opportunity to highlight your values and your people.

5. Make use of sponsored jobs to stand out

Because there are thousands of jobs posted on Indeed every day, the visibility of your job listing can decrease over time. One of the best ways to make sure your job posting continues to stand out is through a sponsored job. These paid listings appear more often in any relevant search results and their placement won’t fall back in search results over time like free job listings—which can result in more high-quality applicants. You’ll also unlock Instant Match which immediately sends you a list of candidates whose resumes on Indeed match your job criteria as soon as you pay to post a job.

6. Check resumes posted online

Indeed Resume hosts millions of resumes from job seekers across nearly any industry and location. Employers can quickly find candidates by entering a job title or skill and a city, state, or zip. You can narrow down results by criteria like years of experience, education level, and more. You can also set up a Resume Alert to receive daily emails with links to new resumes that match the criteria for the positions you’re looking to fill.

To set up a Resume Alert:

  1. Sign into Indeed Resume.
  2. Conduct a relevant search.
  3. Click “Get new resumes by email” at the top of the search result.

7. Consider past candidates

When you hire for a position, there are often a few talented candidates that end up not making the cut due to timing or other external factors. When you’re recruiting for a similar position, consider re-visiting the resumes of past applicants. These candidates are already familiar with your company and may have picked up new skills and experience since you last spoke.

8. Claim your Company Page

Job seekers often take time to research employee reviews, salary data, benefits, and more before applying to jobs. All of this information can be found on an Indeed Company Page. All companies with jobs on Indeed have a Company Page. By claiming your Company Page, you can respond to reviews, customize your page and add your employer branding. Find out how to claim your Company Page for free here.

Related: How to Edit Your Company Page

While job fairs can be helpful for finding qualified candidates, non-recruiting-specific events are also an excellent opportunity to meet motivated industry professionals who are eager to network and advance in their field. For example, if you’re looking to hire a software engineer, find a local group, meetup or association focused on software development and attend a local meeting. The most passionate professionals will quickly stand out.

10. Include peers in the interview process

Sometimes the best person to interview a candidate is someone already working in the same or similar role. This employee already knows what it takes to excel in the position and can verify whether candidates have the skills and experience needed to do the job well. Current employees can also give an accurate description of day-to-day experiences and help candidates better understand what they can expect if hired.

FAQs about recruitment strategies

What is the full recruitment cycle?

Full cycle recruitment (also known as full life cycle recruiting) refers to every step in the recruiting process — from sourcing and screening applicants to conducting interviews to hiring and onboarding the best candidates.

At startups and smaller companies, one person is typically responsible for the full recruitment cycle. However, at larger companies, there may be several people involved as part of an HR team.

What are the most important recruiting KPIs?

Some of the most important key performance indicators (KPIs) you can track to measure the success of your recruitment strategies include a number of qualified candidates per job post, time to hire, offer acceptance rate, source of hire (e.g., job posting, social media), cost per hire and turnover rate.

How do you set a recruitment goal?

To help you create recruitment goals (and set yourself up for successful recruitment), follow the SMART goal setting framework:

  • Specific – Start by defining your recruitment goal, such as building out a new marketing team of four people.
  • Measurable – Establish specific KPIs to measure this goal over time. For example, one of your KPIs might be to speed up your hiring process from 30+ days to 14 days.
  • Achievable – Make sure you have the resources you need to accomplish the goal.
  • Realistic – Is this goal aligned with other business objectives?
  • Time-based – When will you accomplish this goal?

When it comes to finding and hiring great people, you have to be persistent and willing to think outside the box. By using these recruitment strategies, you can quickly discover highly qualified, passionate professionals ready to join your team.


So your company has been running for a year now and it’s time for some small expansion. The problem is that you’ve only ever worked for other people and you’ve never had to recruit someone. Or it’s been some time since you recruited someone into a role and aren’t sure how employment legislation has changed. Follow these simple rules, says Paul Pearce-Couch, and you won’t go wrong.

The 5 Golden Rules to Recruitment | Workspace

These days it’s unacceptable – and illegal – to place ads such as “Female, 18-25 years, wanted as a shop assistant. Must be single and willing to work long hours.” While there is such a thing in the UK as a Genuine Occupational Requirement(GOR), these are exceptional and legal advice should be sought on whether your particular vacancy has a GOR.

The main criteria for GORs are disability, sex, and religious beliefs. In the main, however, recruitment advertising must not discriminate on the grounds of age, disabilitygender reassignmentracereligion/beliefsex, or sexual orientation.  Even if you feel the person would not be a good fit because, for example, you run a business that has a “laddish” culture and the applicant has made it clear that they are gay, that is not sufficient reason to dismiss their application and the penalties can be severe if the candidate successfully challenges your decision under the Equality Act 2010.

The advertisement cited above also requires the successful candidate to “work long hours”. Under Working Time Directive, employees may not be made to work an average of 48 hours per week (across 17 weeks). There are exceptions to this – policy, armed services, etc – but most ordinary jobs, including medical staff, are subject to this Directive.


In the current economic climate, and amid a culture of “success at any cost”, it is estimated that one in three candidates lie on their CVs. The temptation to do so is great but the risks significantly. In 2010, a British woman was jailed for six months for lying on her CV by claiming to have two A-levels and subsequently forging a letter of recommendation. She was ultimately convicted under the Fraud Act 2006, making her the first woman to go to prison for CV falsification. Of course, this is an extreme case but an increasing number of employers do not check the employment history of candidates, which can impact considerably on your business and, potentially, cause legal issues.

A survey by the Chartered Institute of Personnel and Development (CIPD) showed that each year a quarter of employers withdraw job offers after discovering someone has lied or misrepresented their application. The Institute warned that lying on a CV is a dismissible and criminal offense.

The rule is simple: don’t be afraid to quiz the candidate on their CV. If the answers seem incongruous, then check the CV before offering a second interview or job.

Always take up references, even after the successful candidate has started their employment.


There’s little point in wasting your or the candidate’s time by inviting them for an interview for a job that doesn’t pay the sort of salary they’re looking for or does not carry enough seniority. Therefore, it’s sensible to telephone them first to ascertain whether the job would fit your or their minimum requirements. There’s always a tricky moment at the interview when the candidate wants to ask about the salary but has been advised not to do this. An informal discussion beforehand will avoid this and make for a much more comfortable interview.


When interviewing a candidate, don’t forget that the interview room is one of the most stressful places someone will ever experience. Within the criteria of competency-based interviewing, make allowances for this and try to ascertain the person behind the nerves. Will he or she fit into your organization? Do they have skills and experience that need to be brought out? Treat self-help books on body language with skepticism – this is not an exact science and you may take a negative view of a perfectly good – if nervous – candidate. Be wary also of psychometric tests. These are merely inexact snapshots and are easily skewed by the canny candidate.

Treat self-help books on body language with scepticism – this is not an exact science…

Even a formal interview can be conversational and designed to put the candidate at their ease and, therefore, more forthcoming with their answers. Just because you’ve adopted a competency-based interview policy, don’t shy away from exploring the candidate’s answers further.


While it’s obviously important for candidates to supply an application in accordance with their skills and experience, it is equally important for you, as the employer, to be realistic with regard to your expectations of the post holder and of the job itself. Someone with years of experience and a broad skills base will not be satisfied with a junior role, so be frank about your requirements. Is the post currently a junior one but has potential for expansion for the right candidate? Are you offering further training or some other benefit such as health care? All of this should be communicated clearly.

Ensure that the job has a printed job and person specification. Do include reference to the fact that the post-holder may be required to perform other duties related to their job but don’t expect a department head to be happy with regularly cleaning the toilets.

Above all, your recruitment process should be documented, rehearsed, and not left to inexperienced members of staff, even senior ones. Your staff are a valuable commodity and your business deserves to have the very best – and most appropriate workforce for its needs.


Staffing companies can help individuals who are looking to get positions in their fields. They can also help employers who need assistance with the comprehensive hiring process.

1. Staffing Companies Handle Many Availabilities All of the Time

Staffing company use is more common than many people may actually realize. Staffing firms accommodate a significant fraction of labor requirements. They actually accommodate a total of 13 percent, believe it or not. Odds are high that you know at least several people who have relied on staffing companies during their job searches.

The Real Facts About Staffing Companies You Should Know

2. Staffing Companies Concentrate on Permanent and Temporary Jobs Alike

Many people connect staffing companies to temporary positions and temporary positions alone. That actually couldn’t be further from reality. There are many people who actually land full-time, permanent jobs via staffing agencies. It doesn’t matter if you’re looking for a temporary position that’s seasonal. It doesn’t matter if you’re looking for employment with a company that can last for years and years on end. There are many staffing agencies out there that can cater to you. There are an abundance of staffing companies these days that zero in on professionals who have something to offer. They’re perpetually looking for licensed, certified and experienced persons who have what it takes to thrive in certain fields and industries.

3. The Staffing Company World Is a Big One

Staffing companies are big business in the United States in this day and age. That’s the reason they don’t appear to be slowing down at any point soon. 2015 was a big year for American staffing companies of all varieties. 10 million plus individuals had employment through staffing companies in 2015, interestingly enough. Staffing companies don’t only help individuals and businesses with positions. They also require a good number of them on their own. Staffing agencies acquire jobs for more than two million individuals in total on a daily basis.

4. Staffing Companies Operate in a “Nonstop” Manner

Staffing companies never aren’t busy and active. They’re always recruiting workers for specific needs. They’re always in the midst of the interviewing process as well. It doesn’t matter if a staffing company isn’t concentrating on specific available jobs at the moment. It’s more than likely still trying to find out about fresh new talents that may be useful later. Staffing company employees know that slow periods always come to an end. They want to make sure they always have suitable professionals on hand for potential availabilities.

5. Staffing Companies Often Set Up Complimentary Training

The vast majority of staffing companies out there set up complimentary training sessions for workers. These free training sessions have been a major success for many jobseekers as well. They’ve helped people enhance abilities and talents that they already had. They’ve helped people get access to brand new capabilities. These things can be great for people who are just beginning their job quests. Skills can make securing jobs of all types much easier. They can make it much easier for job candidates to get second and third looks from employers who are sought after.

Learn More About the Staffing Agency Universe

People who have employment with staffing firms have a lot on their plates. Close to 80 percent of these individuals are full-time workers. This mirrors other facets of the work world. Staffing agencies aren’t only suitable for people who want to attain full-time employment with other companies that are available. They’re also suitable for recruiting people themselves. If you’re interested in Staffing Companies San Diego, California jobseekers can trust, get in contact with our team right away. If you want to find out about staffing companies San Diego can count on, we can help.

7 Benefits of building a relationship with your recruiter

Have you lost touch with people in your professional network? Even if you’re not actively looking for a job, it’s worthwhile to rekindle those lost connections. Relationship building is an essential part of career success—and reconnecting with your recruiter is no exception. Here are seven benefits of building a relationship with your recruiter.

The Top 7 Benefits of Recruitment Marketing

1. Learn about the market
You can get up to speed on industry trends and market insights by speaking with your recruiter. Our expert consultants can also provide you with comprehensive reports and surveys for each industry, such as our 2019 Hays US Salary Guide, which can be used to your advantage during the job search process. These can help you understand your worth, and refine your job search strategy accordingly. We can also provide advice on what you need to do to secure a higher salary.

2. Find the right fit
Understanding each candidate’s personality and motivations is a huge precursor to their successful placement; it’s important that client and candidate are the right fit for one another. From investing in relationships with clients and candidates alike, your recruiter can provide you with honest insight into what it’s like to work at that organization, as well as the questions you’re likely to be asked during an interview. That way, you can better determine if an opportunity is right for you.

3. Benefit your network
If you know someone who is looking for a career change, your recruiter may be able to connect them with the right opportunity. For instance, our team at Hays often posts job openings on LinkedIn and reaches out to our networks for referrals. When you refer someone for a position, you’ll also benefit from nurturing that relationship. Networking is about giving and take: the more you do to help someone else’s career, the more willing that person will be to help yours.

4. Stay relevant
Staying in contact with your recruiter and updating them is a good way to stay top of mind. All it takes is a quick email or a LinkedIn message about the change in your situation, such as a new job or a title change. Doing so demonstrates a track record of progress and how you’re growing in the industry. You may now qualify for roles that you weren’t qualified for in previous years. If you made a career change, letting your recruiter know about your new job search preferences will help them remember you when other relevant roles come along.

5. Discuss your career goals
Your recruiter may be able to provide you with tailored career advice. At Hays, you can set up a meeting with one of our expert consultants to help you better understand your career objectives and how to achieve them, including how to remedy any gaps in your industry knowledge. You can also discuss possible future career paths and the types of roles that are available.

6. Help you be social media savvy
Not only can our expert consultants show you how to write a solid resume, but they can also advise you on how to make full use of technology for the modern job search, including how to build a personal brand and online profile so that you can make a good impression to prospective employers. Hays also has a unique relationship with LinkedIn which allows us increased access to the platform so that we can connect millions of people globally with relevant job opportunities, materials, and employment-related content. This can be of great value when it comes to your career advancement—you can follow us on LinkedIn here.

7. Create future opportunities
Finally, if your recruiter has successfully placed you in a role, they will keep in touch with you throughout your career so that you know who to turn to if and when you are looking for a new opportunity.

Staying in touch with your recruiter and maintaining a solid relationship with them can help your career. Feel free to discuss with a Hays consultant what’s happening in your professional life, as well as what’s happening in the industry, and any questions you might have.