5 Tips to Jumpstart Your Career in Recruitment
Are you planning to pursue a career in recruitment? Well, it’s not as easy as you think. With so many recruiters and headhunters out there, you have to be able to establish yourself above them, if not at least at par with them. It’s best to get yourself ready and have a strategy in mind. To help you, here are 5 great tips that will help you get started.
Shadow a recruiter. No successful recruiter has it overnight. It comes with a lot of experiences, hard falls and triumphs. Even if you’re thinking of flying solo, it’s best to learn the basics first. You can start your own after that stint. You’ll learn so much – screening candidates, rifling through resumes, phone interviews, client and candidate interviews. You’ll pick up hints and telltale signs of what’s to come. There are just some things that are best experienced.
Be ready to play the game. It’s a tough world out there. It’s never one dimensional. You have to pick through your candidates, ensure that they’re fit for the job and even convince them that it’s the best for them. Not only that, you have to convince your clients that you have the perfect candidate for them. There’s a push and pull game either way and you have to know what works best for you while showing both parties that you’re thinking what’s best for them.
Market yourself. You have to brand yourself. Create a good profile. Let them believe in your potential. That’s the greatest challenge for all recruiters out there. You’re not just a face that provides candidates to fill in the positions of organizations. You are the person they have to turn to when they need help. You have to be the go-to person. That’s the only way you can make a name for yourself, long after you leave the agencies.
Be connected. Connections are crucial. It’ll be your lifeline. Use networking sites as much as possible. Join and connect via LinkedIn. Be sure to start as early as now. It’s never an easy feat. You have to maintain good connections, not idle ones. Contact them once in a while. It’ll help you get candidates, clients and a good lead that will open doors for you towards more opportunities.
Be prepared to put your neck in the line. If the situation calls for it, put your job on the line or your reputation. If that’s the only way for your clients to believe you, do it. Even though it’s just a bluff. They will fall for it. The fact that you’re willing to risk everything means that you’re confident about it. You’re committed to the task. They will surely spare a few minutes of your time to meet that candidate.
5 Things Recruitment Consultants Can Learn From Salespersons
Written by: Dougles Chan – A Recruitment Business Coach
The job of a recruitment consultant is no easy feat. You have to do your pitch, impress your clients to get your services and attract quality candidates. Everything should be done in a fast pace but top quality has to be provided. Tough, right?
To help you out, think of your job as a salesperson. With so many salespeople out there, how do some manage to stay on top of their field, get the best clients and earn so much from commission? It takes effort and good strategy. We’ve narrowed down the list to 5 lessons you can definitely learn from the great salespersons out there.
5 Lessons From Salespersons
Sell yourself. You are your best advantage. Salespersons have to look good, appear confident and act as if they really believe in their product. Even when they are out in the streets, going from door to door to do their sales pitch, they have to look good. Otherwise, potential clients won’t even give them a second glance. It’s the same case for recruitment consultants. You represent your company. In the eyes of the client, you represent your candidate. For the candidate, you represent the hiring company. They will believe in you if you show them that you are professional and charismatic. You have to know the story of both the client and the candidate. You are the biggest factor. No matter how good your agency is, if you cannot impress them then, it will all go to waste. After all, you are the link to both parties.
Aim high. Some recruitment consultants are too timid to do executive searches. They would rather do the resourcing for staffs and junior officers. The first thing a salesperson would tell a candidate is their best product – a 3-bedroom condo unit or their top of the line product. They would never start with a studio unit. They go to where the money is. Aim high! Imagine if you only need to fill up that one executive position as compared to 20 junior positions. It would make all the difference.
Get personal. There is no one standard way of treating all your clients and your candidates. Each has his own advantage and preferences. Talk to them. Understand their story – their needs, their conflicts, their preferences. Knowing them and maintaining a friendly relation with them will go a long way. It creates loyalty and honesty.
No idle time. In the crowd, you can identify who the salespeople are. Why? They never stop. Anywhere they go, they will bring in clients. They will bring their products to anyone who is a potential client. And for them, everyone is a potential client. You should do the same. Don’t think that you’ll start inviting new clients once you’re done with this current transaction. That’s not the way to do it. Do your screenings regularly. You don’t have to wait for a job posting before you start your candidate search. You have to build your database and have several candidates ready as soon as your client gives you a call.
Follow up. Maintain your contacts. It doesn’t stop once the position is filled up or once the candidate has landed a job. It’s just the beginning. You have to contact them regularly. Ask them if their expectations are met. Don’t forget them during the holidays. Salespersons never forget their past clients. They keep them within an arm’s reach. They would call and buy them small tokens of appreciation. By doing this, you are creating a long term relationship with your clients and candidates. You are making your presence felt. If they need anything in the future, they will immediately think of you. They are your lifeline. Why? They provide you with referrals.
5 Gratifying Things in Having a Headhunter Job
Written by: Dougles Chan
These days, more and more people are exchanging their profession to become a headhunter. There are just so many perks in being one. You get to have a job that doesn’t entail you to be in a cubicle from nine to five. You’ll have more freedom and control over your life. And to top it off, there is an increasing demand for headhunters. Companies are adapting to this change positively. More and more companies are switching from the traditional hiring method to just hiring the services of a headhunter. It’ll ease their whole hiring process.
But if you’re one of those who are entertaining the idea of being a headhunter but still having some second thoughts about it then, I suggest you go over this list first. We’ve interviewed several headhunters to find out what they love most about their job. You’ll certainly gain a few insights about what you’re getting into.
5 Things to Be Grateful About in Being a Headhunter
Everyday is an adventure. There is no generic approach in dealing with your clients and candidates. Every one of them is different. Everyday will be different. It’s the thrill and the adventure that excites headhunters. There is so much variety in the needs of the companies and the job openings that you’ll face different challenges all the time. You’ll realize that some candidates are more sought after than the rest and you’ll have to do your best to get them to stay with you. The competition is intense but that’s the best part right? It’s exciting
You’re practically a matchmaker. There are so many talented candidates out there looking for a job and you’ll meet several companies who need these individuals. You have access to both. It’s both thrilling and exciting to be able to make a difference in the lives of these people. True, you won’t be able to get everyone their dream job but you’re already making a difference in their lives. You give them a better chance in landing that job opening and in searching for the right company. You help them out by understanding what they truly want and what their skills are. You get to coach them and entertain their queries about the ins and outs of the industry and the whole recruitment process.
You get to know the influential people. In short, the big bosses. Not everyone can get an access to these people but you do. Even their own staff will find it hard to schedule a meeting but they will make time for you. That’s because you have what they need – the connections, the talent and that huge database. You’ll be able to establish connections that others are dying to have.
The pay is big. This is obviously a big factor when people choose to become a headhunter but you know what? It’s not the biggest factor. Most headhunters I know would say that it’s the thrill and excitement. Of course, the pay will be next. You get to earn a commission from the salary and depending on your scope, you’ll earn a certain fee per hour. With the high demand across all industries, it won’t be long for you to earn that much needed savings.
It’ll take less time for you to reach the top. You’re not part of a structured company that you have to abide by their hierarchy to climb up that corporate ladder. You need not wait several years or until your superior vacates his post to get that highly anticipated promotion. You get to have that freedom and control over your career. Do well. Make the necessary connections. Think of your own gameplan and you can reach the top sooner than you think.
3 Secrets That You Should Know About a Headhunter Job
Jobseekers turn to headhunters for help. Companies who are in need of talent turn to headhunters to fill their job vacancies. Nowadays, headhunters are the most sought after individuals in the industries. They have the connections, the skill and the huge candidate and client database that no one does. You expect them to do well and give you great options. But there are just some things that you just don’t know about them.
There is just so much expectation on headhunters that people tend to forget that they are individuals, too, who are simply doing their job, just like everyone else. If you’re one of them, we’ve listed down some things you should know about headhunters and their jobs.
3 Secrets You Should Know About Headhunters
Not everyone has a background in human resource. I can be working at a desk job and the next thing is you know, I’ve decided to jump into the headhunting profession. If you ask any headhunter you know, you’ll be surprised that they have a colorful history and it’s nothing related to recruitment and human resource. The fact is anyone can be a headhunter regardless of college degrees and job history.
You can be the best in your field but a lousy headhunter or you can also be the worse in your current job but ace your profession in headhunting. It’s all about the skills and the connections. If you’re good in selling your services and establish that connection with so many people out there then, you’re in for the long run. If you can build that trust and confidence in both your clients and candidates for that job then, you’re a good headhunter.
Resumes are used to screen people out. Fresh graduates and professionals are always looking for their next big break, for that job opening that will land them a spot in their dream company. They give out their resumes to so many headhunters. Imagine the pile of resumes headhunters would receive each day. With that much, they need to shortlist a set of candidates that are good enough to match the needs of the companies.
They don’t go through that pile and pick out what they think is the best of the crop. Can you imagine doing that for every client? No one does that. Clients want good candidates and they want it fast. So headhunters have to pick out what they deemed are good enough. They pick a resume, scan the credentials and think if you have the potential. If there’s even one thing they deemed unsuitable for them to represent you then, off the list you go.
They screen people for the companies not the other way around. The common misconception is that headhunters search through the job list to get their candidates their dream job.
That is so untrue. The truth is, the companies hire them to look for candidates that would fit their job openings. Even if they want to represent you, that’s just because they’re building their database to present to their client once a job order comes in. Why? Clients pay for their services. You don’t. Even if they’ll get a commission based on your salary. That’s still being paid by the companies.
Article provided by Dougles Chan – Recruitment Business Coach, who create a 360 Recruitment System that teaches you how to start a recruitment agency that is profitable.
5 Challenges for Recruitment Consultants
Never has the recruitment industry been more prevalent as it is now. Gone are the days when college graduates have to go from one company to another to seek for employments. Gone are the days when hiring companies have to sit in one senseless interview after another. The recruitment consultants changed the game. They provided the much needed go-between for the employers and the job applicants.
Now, the challenge is for the recruitment consultants to do their job. And do it well. But if you’re thinking that with the number of talents graduating year after year and the increasing number of companies being set up, you are in for a good ride. Then, think again. The job of a recruitment consultant is not easy at all. There are so many challenges out there.
To give you an idea, we’ve listed down 5 of the most common challenges you will find in your job as a recruitment consultant.
1.Understanding the market.
This is by far the most important and the most challenging aspect of a recruitment consultant. True, more and more organizations are hiring recruitment consultants to do the work for them, get them the best candidates in the market and present them with the best package while still keeping the companies’ interests. But, the thing is. It’s not all there is to it. Companies want their candidates and they want it fast. With the intense competition out there, you will be eaten if you do not have the perfect strategy to seal the deal. This is the very reason why there are so many agencies that closed down and headhunters who sought out other profession.
2. Building a diverse candidate database.
A diverse database will help you shorten the recruitment process. Once a new client comes in, you should be ready to present to them the list of candidates you have. But with the competition out there, you’ll have to double your efforts in being the first to get to your candidates. Understand their needs, your target companies’ needs and make good your promises. It doesn’t stop in the initial contact, follow through them. If you landed them their ideal job, follow up. Ask if they are satisfied or do they need anything else. It takes a lot of effort to build that database.
3. Getting your candidates’ commitment. Not all candidates will allow you to represent them exclusively. They will be in contact with a number of recruitment consultants and see which would provide them the best job opening and salary promise. You may be aware of it. But you wouldn’t know which of the candidates are doing just that. They’ll promise to your face but when the interview time arrives, they may or may not be there. This will stand in your way in getting your clients. It’ll tarnish your image and your reputation.
4. Hiring the best recruiters. You won’t do it alone. Most of the time, you’ll need to establish a team to help you get your game together. But the problem is, with so many agencies out there, it’ll be a real challenge to get the ones on top. You’ll have to make do with mediocre ones. True, you may train them. But it takes such a long process. There are some things that words can’t even describe. They have to experience them in order to learn and while they’re at it, you’ll find it all the more challenging to handle the candidates, the clients and train these recruiters simultaneously.
5. Making your mark. Advertising any job openings should be as real and as true to the actual job itself. You wouldn’t want to overpromise your candidate and risk losing them to some other recruiter. But you’ll need to attract them to stay with you too. That’s the challenge. You’ll need to strike a balance in between. You have to use your integrity to maintain your contacts and instill trust in them.
Article provided by Dougles Chan – Recruitment Business Coach, who create a 360 Recruitment System that teaches you how to start a profitable recruiting agency.