I read the news today oh boy...no, nobody else get the Beatles reference? Never mind. I'm often asked by those who know me "What does a recruiter actually do?". A fair question really because all operate differently. In this article I will attempt to shed some light on what I do as a recruiter on an average day. As a side note, I think it's important to say that recruiters have lives away from work and this will be reflected here.
New-born babies are great, honestly, they are, but at this time in a morning it's not ideal with work on the horizon. Thankfully mum is a champion and does the night feeds! Back to sleep for me.
It's been a good night for sleep. Twice in a night wake up call is fine compared to the usual. Time to sneak in the final hour.
Time to get up and ready for work. All the usual stuff here, nothing interesting and certainly nothing worth describing!
Commute to work begins. Now as a recruiter this is often a good time to catch those candidates who you have a good relationship with who you know don't have much time to talk during the working day. Handsfree is a godsend and means that driving to work is no longer dead time. The emphasis here is very simple. Work smarter not harder.
07:45 - 08:00
We have flexible working in our office. You can start early or really early! Just kidding. The flexibility with our working hours allows us the chance to balance all of our various work/life challenges. We tell all of our clients the importance of giving people in the work place more flexibility with timings so it's only right we practice what we preach.
08:00 - 09:00
This time is taken up with various admin duties that are needed to be done. Mainly compliance and GDPR. For somebody like me who hates admin this is the worst part of the day. This is where a bit of philosophy comes in. Do the worst job of the day first if you can. It gets it out of the way and means you can focus on other tasks with a clear head and nothing horrible looming over you. as we say in this office JFDI (work that out for yourselves, I’m not explaining it!)
09:00 - 11:00
I have a client meeting at 09:30 so the first thirty minutes of this time are taken up by preparing for the meeting. Preparing is essential. In your given area you should already know the basics of market trends and hard to fill areas however, you would be amazed how many people forget to do the most basic of things in preparation. During the client meeting many different discussions take place. The key is to build a relationship and take a genuine interest in the business. Demonstrating your knowledge of their marketplace and people who operate within it is always a sensible way of creating confidence in your abilities to help them. I cannot stress enough that you are NOT there to sell. As a recruitment consultant, too many people ignore the last half. You are a CONSULTANT. Act consultatively, offer advice on best practice, share market knowledge and use givers gain. Nobody wants somebody to come into a business and be flat out sold to. You are offering solutions. If those solutions are correct, then the fees will take care of themselves. People pay for good service, but they also buy from people so make sure you are somebody they want to deal with before you try selling.
11:00 - 12:00
Back in the office. Important to point out that at this time I'm usually about 4 black coffees in and washed down with several pints of water. Lunch is on the mind no but that can wait. I have some sourcing to do for one of my ongoing roles. Working in Accountancy Practice means that I am very proactive as a recruiter. Very few people in this market are active so finding passive candidates is what I specialise in. This varies from desk to desk of course but being able to find the right person, and more importantly, engage them is where the skill of the job lies.
12:00 - 13:00
Lunch time!!! Well not quite. Common sense says that this is one of the best times to contact those people you have identified as good candidates. They’re out on their lunch and likely have a little bit more time to talk to you so that you can get a meeting sorted. This is a really short window and there is no way at all you can ascertain what a candidate wants in this period of time. Especially if you're contacting three or four. So, arranging to meet with them is key. If a recruiter ever speaks to you over the phone and says they will put you forward for a job after a brief chat I would question their processes and how well they know the client/candidate.
13:00 - 14:00
One of those days where things are busy and full on. Lunch has been eaten at the desk in between candidate calls and now I have a candidate coming to the office. I make no apologies for telling my candidates that I need 40 to 60 minutes of your time to discuss things properly with you. To be able to find you the correct role I need to know as much as possible about you. This isn't just checking competencies and if you can do the job but also how will you fit in. A client does not just want to hear what someone's qualifications are, they want to know how you are going to add value to the business. There is also a secondary need her for the candidate to gain my confidence and trust in them. As much as I would not promote a client to a candidate if I did not believe in them, I also could not do the same the other way round.
14:00 - 17:00
This time takes in lots of different aspects, liaising with clients, arranging interview processes (client and candidates), internal process meetings, getting stick from colleagues over my various failing and inadequacies.
17:00 - 17:45
Home time...for candidates. This is a great time to catch up with candidates and book them in for meetings. They are not worrying about the job they have to do for the rest of the day and as such can fully focus on what we are discussing. On many days I actually meet candidates after working hours too. Being flexible for a candidate is important as a recruiter, they need to see that you value them enough to go out of your way for them.
It is important to point out that this is just one day of a recruiter in our business. They beauty of this job is that it varies from day to day. It is never the same twice. For me the most rewarding aspect is helping candidates progress int a new career that works for them and adding value to a client’s business. Contrary to popular belief I don't want my candidates knocking on my door my door after 6 months asking for a new role. For me that means I've failed. Hopefully this has been a useful insight for you.
For more information email firstname.lastname@example.org or call me on 01482975960