Fifteen things we’ve learnt since we started in recruitment

Fifteen things we’ve learnt since we started in recruitment

  1. Ongoing training and support is important. It’s essential for growth and development in the often-challenging recruitment industry.
  2. The right work environment can have a really positive impact on performance. Rowben Consulting has a strong focus on team wellbeing.  Initiatives including the Smiling Minds meditation chair, a table tennis table, quarterly team functions, stand up desks, charity events, healthy food and monthly massages create a culture in which employees feel valued and supported, encouraging and enabling them to perform at their best.
  3. Team work + Individual Success = Team Success. Knowing your team members’ specialisations and the roles they’re working on will help you identify candidates for other members of the team.  Getting advice from fellow employees to hone database search terms to find the best candidates is also invaluable.
  4. Understand the end-to-end recruitment process. Initial sourcing, phone screening, interview, client interview, offer, reference checks and contract signing – make sure you’re across them all.  This includes understanding the complications that can arise during the recruitment process and the importance of candidate control.  Feedback from clients about their recruitment challenges also provides valuable insight into these potential issues.
  5. Always prepare a thorough Job Qualification Form (JQF). This will ensure you know the type of candidate your client wants.  If your JQF isn’t comprehensive, you’ll lose time sourcing the wrong kinds of candidates and affect your ability to deliver.
  6. Organisational culture is important for both clients and candidates.
  7. Having a recruitment specialisation is incredibly valuable. In the recruitment industry, being an expert in your field sets you apart from other recruiters.  It allows you to provide value and knowledge to your clients, source quality candidates quickly and consistently deliver.
  8. Set goals, but remember – quality over quantity. Setting yourself quality goals is far more important than setting yourself unrealistic quantity goals at the expense of quality.  Clients would rather have three great candidates than ten average ones.
  9. Know your different Project Management methodologies. There’s agile.  There’s waterfall.  And then there’s a hybrid of the two.  Be across them all.
  10. Effective communication with candidates is essential. Communicating effectively with a candidate gives you access to valuable information that will help you determine their role suitability.
  11. The benefits of being transparent. Ensuring transparency between all parties – the candidate, Rowben Consulting and the client – is essential.  This enables you to appropriately manage the recruitment process and deal effectively with any issue that may arise, whether it be an unexpected holiday planned by a candidate, a candidate interviewing for another role simultaneously, or a client changing the job description mid-process.
  12. Every company operates differently. Organisational structures, employee titles and standard salary levels for roles will all vary.  Make sure you’re aware of these differences.
  13. Use multiple resources to find the best candidate. Employing a range of sourcing techniques improves your chances of finding the best fit for a role.
  14. Just pick up the phone and make the call. A CV can only tell you so much about a candidate.  You’ll gain so much more information from a candidate if you just talk to them.  Don’t make assumptions.
  15. Never forget the human element of this role. Recruitment can sometimes be considered a sales role, but you need to remember – at its core, recruitment is about people.   You are dealing with people’s careers, and in doing so, you’re playing an important role in their career progression, their financial situation and their job satisfaction.  They are not just another KPI to meet.