Recruitment consultants are responsible for attracting candidates and matching them to temporary or permanent positions with client companies. They work with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements.
Recruitment consultants attract candidates by drafting advertising copy for use in a wide range of media, as well as by networking, headhunting and through referrals. They screen candidates, interview them, do background checks and finally match them to their clients. Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities.
The role of a recruitment consultant is very sales orientated, although it also involves helping individuals and organisations.
Typical work activities
A recruitment consultant's role is demanding and diverse and involves:
using sales, business development, marketing techniques and networking in order to attract business from client companies;
working towards targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated;
building relationships with clients;
developing a good understanding of client companies, their industry, what they do and their work culture and environment;
advertising vacancies appropriately by drafting and placing adverts in a wide range of media, e.g., newspapers, websites, magazines;
using social media to advertise positions, attract candidates and build relationships with candidates and employers;
headhunting - identifying and approaching suitable candidates who may already be in work;
using candidate databases to find the right person for the client’s vacancy;
receiving and reviewing applications, managing interviews and creating a shortlist of candidates;
requesting references and checking the suitability of applicants before submitting their details to the client;
briefing the candidate about the responsibilities, salary and benefits of the job in question;
preparing CVs and correspondence to forward to clients in respect of suitable applicants;
organising interviews for candidates as requested by the client;
informing candidates about the results of their interviews;
negotiating pay and salary rates and finalising arrangements between client and candidates;
offering advice to both clients and candidates on pay rates, training and career progression;
reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes.
Written by Andrew Stainton, University of Huddersfield
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