If you’re thinking about starting a career in recruiting, here are a few things you need to know about a typical working day as a Recruitment Consultant.
What is recruitment?
Recruitment is the process of finding and hiring the best-qualified candidate (internally or externally), for a job opening, in a timely and cost-effective manner. It involves determining the job’s requirements, sourcing qualified candidates, screening and selecting finalists, and negotiating the terms of employment.
A Typical Day in Recruitment
The below is a very simple breakdown of typical daily tasks in the world of recruitment.
1. Weekly or daily meetings
Depending on the company, having regular team meetings is crucial as it allows recruiters to share various concepts and opinions, and provide guidance on daily/weekly tasks. Recruiters will discuss candidates they have met, roles they have filled or are struggling to fill, and general plans of action.
2. Morning tasks
Like any other job, the first task of the morning is to read and respond to emails received overnight. This would usually be a mix of individuals applying for jobs, Hiring Managers wishing to organise interviews, information on new jobs and contacting candidates for any new roles that have opened.
3. Sourcing and screening new candidates
When new positions from a client come in, a recruiter will begin sourcing and screening appropriate candidates for various roles that have just become available. There are many different outlets a recruiter uses to find candidates;
Boolean sourcing is a search process that allows the recruiter to search words or phrases, for example ‘AND’, ‘OR’; these elements limit, broaden or define a search depending on how they are used. The purpose of Boolean searching is to narrow down the collection of candidate’s recruiters are presented with by specifically looking for what is appropriate for the role.
Social media is a valuable tool for sourcing and recruiting prospective candidates. Sites like LinkedIn, Facebook and Twitter allow recruiters to engage with others quickly. For example, LinkedIn is a very popular business network platform for individuals.
For recruiters, LinkedIn provides a wealth of information about the qualifications and experience of job-seekers. As well as recognising, contacting candidates and informing them about relevant job openings, recruiters can advertise their company’s open roles and increase engagement in them through social media.
It is helpful for recruiters to attend networking events to connect with potential candidates for numerous roles. Occasionally attending events has the potential to help a recruiter fill open roles and collect CVs. By networking and interacting with job-hunting individuals, recruiters can extend their channel of candidates.
Posting job descriptions on a job board is an important part of the recruitment strategy. Job boards such as Indeed.com, LinkedIn and IrishJobs are used by recruiters and companies to post open positions and search CV databases. In addition, job-seekers will use the job boards to find new career opportunities and apply for jobs online.
Round-up past candidates
It’s beneficial for a recruiter to revisit past candidates when they are looking for a new role to be filled. A Recruiter might already have the perfect candidate from a previous process, therefore saving the Recruiter time from reviewing new CV’s.
Screening involves interacting with candidates for example face to face communication, phone calls and skype calls.
After taking the time to go through various CVs from job postings, recruiters can follow up with potential candidates, either through well-crafted emails or simply by exploratory calling the candidate. It’s essential to spend time reaching out to candidates applying for roles and having conversations as it can help recruiters measure their communications skills and their level of interest in the role they’ve applied for.
Prior to calling the candidate, the recruitment consultant will already have all the information in front of them during the call, including the Candidates CV or LinkedIn account. This will allow the recruiter to be very familiar with the candidate during the call and will ensure a positive interaction is gained between the Recruitment consultant and the Candidate.
4. Conduct the interview
Once candidates have been identified and a recruiter is happy with the selection, he/she will submit suitable candidates to the Hiring Manager. As soon as the Hiring Manager wishes to interview the preferred candidate, it’s up to the recruiter to schedule interviews and prepare the candidates for interview, while also collaborating with the Hiring Manager.
5. Select hire
Once the interviews have been completed, recruiters call all current candidates to share feedback and follow-up with Hiring Managers to discuss the interview performance. The Hiring Manager consults and evaluates applicants based on the interviews, job experience, skills and talent assessments, and any other relevant information.
6. Go to offer
The recruiter will congratulate and offer the successful candidate the role. Once the candidate has accepted the offer and is happy to proceed they provide references and potential start dates. It is important for the recruiter to also decline the unsuccessful candidate by phone or email.
Should you become a recruiter?
If you’re a people-person with great communication skills and the dedication to finding great jobs for quality candidates, you have plenty of boxes checked for the position of a recruiter. If you want to find out more information and advice about becoming a recruitment consultant, call our own Star Recruiters today, Paula Finlay on 01 468 email@example.com or Linda McMahon on 01 468 8431/ firstname.lastname@example.org