When asked what it takes to be a good recruitment consultant, you will hear many phrases such as sales ambitious, passionate or target-driven catapulted around the room. However, due to the influence of the digital market and digital transformation, many agencies are redefining these core values. Why? Because they want to stand out from the crowd and offer a “different”, more personal style of recruitment. A friendly approach that is attractive to both candidates and clients alike.
Instead of pursuing harder targets, tightening KPIs and fee forecasts, a number of UK agencies are now asking their recruiters to help shape their business and its subsequent reputation. Now, agencies look to a set of Guiding Principles to manage expectations and staff development.
Successful recruitment companies often follow a set of 5 core guiding principles, which differ slightly from business to business. Usually, these principles are behavioural-specific and act as a helpful reminder or confidence boost for recruiters.
What Are The Core Guiding Principles We See Most Often?
Core principles change depending on your business, but here is a list of the most common (or similar) principles, currently adopted in recruitment.
1. AGILE: Dare to over deliver
Provide both your client and candidate with increased choice or advice. For example, offering an alternative method to traditional search (where applicable) such as a deconstructed search could help save your client money, time and stress.
2. COLLABORATIVE: Long-lasting relationships are crucial
A good recruiter will operate with an inclusive, all-embracing culture. Whether dealing with a client, candidate or colleague, there should be a commitment to an unfaltering, consultative approach. Focus your efforts on building long-lasting, robust relationships with clients and candidates and your reputation will take care of itself.
3. PERSONAL: Perfect your Outreach strategy
Certainly, a good recruiter will know where their search lives. They should be aware of varying talent pools and subsequent candidates who may be looking to progress into more senior roles in the coming years.
Of course, a good recruiter will always stay in touch with their candidates and clients. At RGC, we’re passionate about breaking the stereotype associated with traditional recruitment agencies. That’s why we operate a boutique, consultative approach to recruitment.
4. EXPERT: Embrace Technology and change…
Recruiters must adapt, evolve, and not be tied to any tired processes. This constant evolution is needed to meet the demands of clients, candidates and colleagues in a fluctuating, demanding market.
For example, at RGC we’re constantly expanding our knowledge in our life sciences and pharma sector so that we can provide the latest advice and be knowledgeable of the current industry trends.
5. HONESTY: Always provide customers with an impartial view
Without a doubt, recruiters must be honest during the whole process, from candidates’ careers to clients’ businesses. Failing to commit to finding the right cultural fit for clients and the right career development opportunities for candidates could result in placements that are not right for a clients business need or, do not provide candidates with job satisfaction.
A good recruiter will always tell you if an opportunity is the right for your unique interests (or not).
What are the benefits of adopting guiding principles?
They provide a great helping hand for those who are starting their journey in recruitment by signalling when recruiters should employ different approaches for different clients.
Having firm guiding principles relating to a business’ outreach strategy can help recruiters talk to and relate with candidates in a post-pandemic world.
They allow recruitment consultants to feel more confident and certain in their selected approach.
They make consultants more aware of any areas of improvement or areas they may want to increase their knowledge on to best advise candidates.
Looking Beyond these Guiding Principles…
At RGC, we recognise that these guiding principles are not the only way to be a successful recruiter. Other important factors include…
- Writing accurate and inviting job advertisements
- Be aware of diversity and inclusion
- Being able to listen
- Working strategically, not harder
In a personal blog by recruitment owner, Mervyn Dinnen, she added that “holding high levels of integrity” was a critical aspect of being a good recruiter. She explained that a good recruiter will be brave enough to challenge but do so in a sensitive, caring way. Building great rapport with clients and candidates alike. A genuine interest in people and appreciation for the need for honesty, openness and respect is essential.
Similarly, in a post by prospectus UK editorial manager, Rachel Swain detailed that thinking about your own career development is a key stating, in order to succeed in recruitment you need to know where your career is heading and how you can progress and move forward. Certainly, we agree. Being aware of your own recruitment abilities and holding a willingness to improve and learn more is what makes a good recruiter great.
Do you require any further information? Are you currently seeking new recruitment opportunities? Contact a member of our expert team today.