I could spend a very long time answering this so I’m going to focus on a few key areas which, in my opinion, are the foundation blocks of the recruitment process. Recruitment Consultants are generally responsible for attracting candidates for jobs, matching them to a position and managing the recruitment process from beginning to end.

Sounds simple?  Trust me when I say it’s not.

The Recruitment Consultant plays a pivotal role between you and the candidate. I can’t stress enough how important that relationship is for: 

  1. Developing a good understanding of your company, industry and market, your work culture, and environment – A Recruitment Consultant will ask a lot of questions to gather information so they can advise or recommend accordingly. The more they know, the better equipped they are to assist you and deliver a valuable service.
  1. Candidate attraction – Recruitment Consultants will use a variety of channels to attract the right candidates for you. That can range from advertising, using databases of active candidates (internal and external), networking, referrals, and social media, be that LinkedIn, Twitter, Facebook, or Instagram. (Some will approach ‘passive candidates’, more about that can be found on what is a head-hunter?) (consider putting a link to this bit)
  1. Screening and vetting candidates – Recruitment Consultants provide advice to both clients and candidates matching the career and the opportunities for both parties; the candidate vetting process starts early. This usually starts at CV stage and continues throughout the process and may include:
  • Interview;
  • Testing;
  • Behavioural profiles; and
  • Professional qualification and reference checks.
  1. Offer management – No one really likes to talk about money but it’s a crucial part of the process and rarely straightforward. The Recruitment Consultant will have identified the candidate’s expectation early on and shared this with you. (it’s always helpful to know what their overall package is and how that’s broken down)  Negotiation is a two-way process and again this is usually where the relationship with the Recruitment Consultant is key.  Expectations and needs can change throughout the process and it is important to share that with the Recruitment Consultant, who will be checking with the candidate.  Listen to the Recruitment Consultant, they will help you get the deal over the lin. It’s not always about the salary so its worth having the conversation about what is important to the candidate early so you are not blindsided at the eleventh hour.