There’s a new TV show about recruitment. Actually, that’s not technically true. It’s not technically on TV. It’s on YouTube. If you haven’t seen it, just google something similar to the title of this article and you’ll find it. I’m not including a link. I’m better than that. Plus I like you too much.
We’ve all seen it, the top biller in a recruitment company who rises up through the ranks, smashing company records as they go and as a “reward” for their efforts they’re given a team to manage. Suddenly the “I” becomes a “we” and the lone wolf has a new pack to lead. There are still targets to hit, but now they need to make sure a load of other people hit theirs as well.
While some people think that agency recruitment is dying, it’s not the case. The industry is growing at a staggering rate. The Recruitment and Employment Confederation (REC) found that the recruitment industry hit a record turnover of £28.7 billion for the financial year 2013/2014 – set to grow by a predicted 9.6% between 2015/2016.
The personality fit of your candidates is usually a secondary consideration to their skills. The way you’ll beat your competition is to have the best candidates first and foremost. But being first to market, and first to send those gems over will be a close second. So, with that in mind, here are some hacks you can use to make sure you’re firing on all cylinders (Permies, you’ll be able to use these too).
Typically this blog is a chance for me to point fun at the recruitment industry, and of course Recruitment Consultants. If there’s one thing we’re good at, as an industry, it’s laughing at ourselves. You could never say a Recruiter takes themselves too seriously. Today, thanks to you and your amazing contribution over email, I’m switching up the focus.
There are plenty of reasons to consider the size of an employer when you’re looking for a new job. This article will give you reasons to consider a blue chip company. And this article will highlight everything you need to know about a smaller business. There are positives and negatives to each of course, much of it will depend on how you see your career and immediate to short-term aspirations.
Whatever stage of your recruitment career you currently find yourself in, if you’re looking for a new job, it’s an intimidating exercise. There are so many things to think about.Chances are, you’ll know what you don’t want, I’d stagger a guess at something like the job you have now.
Similar to when I was watching a lot of films, I always notice parallels that could be drawn with the recruitment industry. Whether those parallels are with previous jobs I’ve held, the industry as a whole or the people within it. Unlike other blog posts you’ll read where the analogical dexterity struggles to move away from The Wolf of Wall Street, these are perhaps a little more out of left field. Yet all the more apt.
A passive candidate is someone that’s employed and not actively searching for a new job opportunity. What makes passive candidates so alluring is that if they’re not job hunting, chances are they’re not being interviewed by anyone else. They can be rich with experience and specific skills – that’s why they’re successfully employed – often making them the ideal candidate for any Recruiter.
“There’s a time and a place for everything,” my old headmaster used to say to me, “and this is neither the time nor the place.” Those abruptly delivered words were lost on me back then, but little did I know that years later they would fight to the front of my consciousness and scream “Recruitment, idiot! He was talking about pitching a retainer!”