There are an abundance of recruitment companies across the UK. Therefore, there are also an array of recruiters for which job seekers can work with in their attempts to get the new job they are looking for. However, even though all recruitment consultants have the same end objectives, to place a candidate in a job, so they can receive their fee, the way a candidate is placed varies significantly between the many recruiters in the country. Even though there are many different approaches that can be taken that can lead to success ultimately, there are some traits which separate the best consultants from the rest. Here are a few of them:
1) Clear communicator and good listener.
The most obvious trait of a good recruiter is that they must be a good communicator. This means that they must be able to explain everything a candidate needs to know about a job opening, as well as being able to consult with clients clearly, so they know exactly the sort of candidate they are looking for. Clear communication is also paramount when arranging interviews, so there is no confusion when it comes down to times and dates. Furthermore, being a good talker is not the only trait required, with listening also a vital skill for consultants. They must be able to listen to their clients, so they are fully aware of what they are expecting from them, while they must also be able to listen to candidates and what exactly they are looking for to determine their suitability to a specific job role.
2) Knowledgeable about the client and the job role.
One trait that can separate some consultants from others is their level of knowledge of the client they are representing, as well as the industry they are looking to recruit in. If a recruiter shows deep understanding of the industry they are working on, it will give candidates more confidence that they will be able to get them the job they are looking for. Likewise, it will convince potential clients that they are recruiters that they can trust to work on their roles and bring them the correct calibre of candidates. Similarly, if a recruiter has a clear understanding of the client they are working with, which can be backed up by growth figures, it will give a positive impression to candidates, and it may increase the chances of impressive candidates being persuaded that their company is one they will thrive in.
3) Transparent and honest throughout the process.
It is vitally important that recruiters are honest and transparent throughout the entire recruitment process. This must start right at the beginning, where recruiters must make it clear what a particular job will entail, and they must raise any initial concerns they may have regarding suitability to a role. Some recruiters will just send over CV’s to clients in their desperation to make placements, but the best recruiters are completely transparent with candidates, and make sure they are ideally suited to a role, before any CV’s are sent over. It is better to rule a candidate out of the process early on, if later problems are forecasted, than waiting until the closing stages of the process to realise that it was never going to work. Being honest with both clients and candidates is not only the ethical way to behave, but it will also save everyone involved in the hiring process a lot of time later down the line.
4) Manage expectations of candidates.
Managing the expectations of candidates is also important during the hiring process. There will be certain points in the process where a job offer will look likely, but it is the job of a recruiter to ensure that a candidate does not get ahead of themselves, meaning they jeopardise their chances of landing the job. As long as a recruiter makes it clear to a candidate that there is still a lot of work to do, it should keep their feet on the ground, and retain their focus on what needs to be done to close for a job offer. Moreover, not over-emphasising the growth potential job roles offer if you were to enter a company is also imperative. If you make the growth potential sound better than the reality, it may lead to the candidate leaving soon after arriving in the business, meaning everyone involved loses out.