Recruitment Consultants

Recruitment/employment agency consultants are responsible for finding permanent and temporary work for candidates, and helping organisations fill their job vacancies.
The role is very varied, and may include:
meetings to discuss targets and jobs to work on
cold calling and canvassing a geographical area to find new jobs to fill
making contact with clients to confirm requirements and update on progress
writing job advertisements, and finding and interviewing suitable candidates
providing interview feedback and possibly making a job offer
obtaining candidate and client feedback on the recruitment process.
Recruitment consultants tend to work long hours, Monday to Friday. They often have to interview and call potential candidates outside of core business hours. The role is split between the office and going on client visits.
Recruitment consultants may be paid a basic salary of between £14,000 and £50,000 a year, or more. Performance related bonuses are normally paid on top of these figures.
A recruitment/employment agency consultant should:
have excellent interpersonal and communication skills
be a good negotiator
be able to work on their own initiative
be resilient
be interested in sales and providing a quality customer service.
Nearly 100,000 people work in recruitment. Opportunities with national, regional and small, independent recruitment consultancies exist throughout the UK. Agencies may specialise in recruitment for particular employment sectors, for example law, accountancy, secretarial work or nursing.
There are no formal entry requirements, although employers are likely to ask for five GCSEs/S grades (A-C/1-3), including English and maths. Many recruitment agencies have graduate entry programmes. Most degree subjects are acceptable. Candidates with experience of working in human resources, sales or customer services, or within the employment sector they are interested in recruiting for, may be at an advantage.
Training is typically a combination of on-the-job and more formal training. Consultancies usually provide a structured sales training programme covering topics such as communication skills, negotiating, CV writing, interview techniques and presentation skills. Nationally recognised industry qualifications are also available from the Recruitment and Employment Confederation.
Career progression is based on sales results, managerial potential and experience. Promotion is normally from trainee or junior level to consultant, then senior or executive consultant and office or branch manager

Recruitment Industry and Rec to Rec

Recruitment consultant jobs
Recruitment consultant jobs involve the processes of selecting, screening, and sourcing people for a particular job, firm, or organization. Consultants also communicate with other recruiting agencies in an effort to cross-match potential workers or human resources. For example, if recruitment agency A is looking for a specifically skilled individual in engineering, and recruitment agency B receives an application for employment from an Industrial Engineer, then the two agencies may work together to help the employee get to the proper agency. While a general administrator or manager can take on some parts of the recruitment procedure, larger sized organizations or companies often utilize the talents of professional recruitment consultants or outsource some of the human resources needs to recruitment agencies.In the recruitment industry there are essentially four ways of recruit new employees. The first method involves the utilization of employment agencies, which serve as a central location for employers and employees to meet. In an employment agency, one application for employment can be considered for numerous positions with various companies. The second method, recruitment websites, serve as a virtual employment agency and function in essentially the same way. Recruitment websites have a broader range, however, since prospective employers and employees can be located anywhere in the world. The third method, which is typically called by its slang name of "headhunting,” involves the active search for exceptionally skilled, talented individuals for professional and executive recruitment. The "headhunter" travels anywhere that the potential employee is located, meeting with him or her in person, often offering them an employee benefits package that is difficult to refuse. The fourth and final method, in-house recruitment, involves the promotion of employees from lower-wage jobs to higher ones within the same company. Also, in-house recruitment may include the posting of bulletins on lunch room bulletin boards, narrowing the job search to current employees or their families and friends.Regardless of the method of recruitment, recruitment consultation jobs are quite demanding. The recruiter must screen countless applicants, administer qualification exams, conduct interviews, look through stacks of resumes, and finally, make a selection. The recruiter may also be required to place advertisements for the available positions, contact employment agencies, or cooperate with other recruiting firms to find the right employee for the job.Once the initial contact between employer and employee has been made, the recruiting consultant must begin the screening and selection process. Whether or not a candidate is suitable for any given job is commonly assessed based on certain job-related, job-necessary skills, such as computer skills, typing, communications, and so forth. Educational and experience qualifications can be shown through professional resumes, interviews, job applications, or via the testimony of professional and personal references. Many positions also require certain in-house testing to determine eligibility, such as merit or skill tests for literacy, numeracy, typing skills, and software knowledge, among others. Employment testing which determines whether or not a potential employee is intellectually capable of the job may also be utilized. Psychological tests are common for positions related to social services, criminal investigation, counseling or psychological treatment centers, or other public service arenas. Many of these exams are administered through business management software in order to streamline the selection and screening process.Despite careful considerations, attention to detail, and professionalism in every possible area imaginable, difficulties in finding the right candidate for the job. When it comes to working with another recruitment agency, the difficulties may be even more complicated. After all, the recommending agency has supposedly done their job, choosing the recommended individual carefully. Yet, there may be a break down in communication between the two agencies, and in turn, the individual may in fact not be the right candidate for the job.

Graduate sales recruitment

A savvy graduate in the United Kingdom needs to know where graduate sales recruitment takes place in order to maximize his time and effort. Graduates who pursue the impersonal path of sending out applications via the Internet are missing out on an important aspect of graduate sales recruitment. Employers and recruiters look for graduate sales people who are interested in getting out to meet diverse groups of people. You can maximize your efforts in finding graduate sales work by pinpointing high-traffic areas for recruitment.
Corporate open houses may seem like an obvious venue but many graduates bypass these events in favor of the informal application process. These open houses are designed to give applicants as well as the general public a view of a company's inner workings. You cannot stand in the corner at these events and expect to make an impression on corporate employees. Your conversations with sales people, recruiters and executives will work favorably toward finding success in graduate sales recruitment.
Graduates can learn the steps needed to succeed in future jobs by attending speeches by corporate officers, inventors and other experienced professionals. These events are invaluable to understanding what sales departments look for in graduate sales professionals. The best events to attend are question-and-answer sessions where you can speak directly to the person on stage. You can impress the person on stage as well as prospective employers in the audience with considerate questions.
Every graduate should know how to stand out from the crowd for graduate sales recruiters at university fairs. You need to pick up a map of booths throughout a university fair to determine the most efficient route for the amount of time available. A well-developed sales pitch about your qualifications to a recruiter can shoot you to the top of the list of applicants. You should produce enough resumes for every table at a university fair to spread your qualifications out as far as possible.
Many graduates fail to realize the power of a student internship in garnering attention during graduate sales recruitment. An internship with a sales department gives you insight into the skills needed for full-time sales people. You can also learn about marketing and recruitment efforts from their inception through completion. This inside information can be used during graduate sales recruitment whether it is creating a well-informed CV or using sales language in interviews that cannot be learned in the classroom.

Recruitment Sales

In today's world appointing staff is a specialised process often best handled by by someone with legal or professional expertise. A process that the employer with a vacant position may very well have neither the time or skills to worry about.
The recruitment agencies often specialise in particular fields, and continually advertise their services within those fields so as to build up a database of suitable candidates working, or looking to work, in those fields.
This means that when an employer approaches a recruitment agency, that agency can often supply names of suitable candidates straight away. And this is why potential candidates should register with recruitment agencies.
Recruitment agencies also specialise in interviewing candidates so that, when requested, they can offer the employer a more detailed response. Interviewing is a valuable skill in its own right; a skill that not all employers will have.
What's in it for the recruitment agencies?
Well, there's no charge to the candidates for registering, but employers pay fees to the recruitment agencies if they supply them with candidates who they eventually appoint to permanent jobs. But for the agencies this is an all or nothing situation. They work on a no-appointment no-fee basis.
Temporary jobs are often covered on a different basis. Bank nurses, for example may well be employed by the agency itself and then contracted out to hospitals, factories, nursing homes, etc. as and when required.
Traditionally, job advertisements would appear in the local or national newspapers, or in publications specifically related to the employment sector concerned. More recently this has been becoming more of an Internet process, with recruitment agencies either advertising on their own web-sites or on a "jobs board" that specializes in hosting advertisements related to their employment sector.
Nowadays it is probably best for the candidate to begin his/her search at one of these specialized jobs boards. Through this medium, by "one" approach he/she will gain access to the jobs being advertised by "many" recruitment agencies.
The jobs boards usually offer a quick and easy on-line registration process to enable the candidate to step onto the first rung of the ladder. A follow up phone call would no doubt make an additional impact.
After registration on a jobs board candidates are able to sift through the jobs being advertised by the various agencies ... and apply through the relevant recruitment agency for jobs that they consider suitable.
It then becomes the recruitment agency's task to sift through the available candidates and submit suitable candidates to the potential employer.
'If at first you don't succeed, try, try again'.
Visit www.salesrecruitmentjobsite.com fo executive search and recruitment opportunities