How to become a better recruitment consultant

We spend our formative years in education, intensely studying to pass exams and gain qualifications and once we enter the workplace it seems to stop. Of course, there’s the initial learning period when you start a new career but after a couple of years, once the ropes have been learnt and the lessons sunk in, we fall into the comfortable patterns of routine. However, we’re big believers in constant improvement and continued education, and for that reason we strung together some tips on how to consistently continue your education to becoming the best biller in your agency.

1. Say yes to the demos

In a market inundated with new tools, software and technology promising to be the next big thing, it’s easy to reject the emails and cold calls, however, agreeing to demos and keeping an eye on products coming up gives you a really great indication of where the market is heading. It never hurts to have a demo and it also keeps you ahead of the game ever so slightly.

Posted 27/06/2018

2. Become diligent

There is sometimes an assumption in sales that some people are naturally good at it, or have the gift of the gab or are somehow more charming. These are myths for the most part as no one is born a great recruiter or top biller, they become those things by diligently picking up habits, instilling processes and following routines.

3. Use the software

Just like no one is born a big biller, no recruiter can do it all without help from technology, and there is an abundance of software that will help. The important point is that you don’t and shouldn’t be doing it all by yourself and with safe screening software, online timesheets, recruitment software and BI reporting tools, your software can automate and streamline all your processes. It takes away your human error, keeps you efficient and gives you more time back to spend in the right places, like meetings with candidates and clients.

4. Become part of the team

Not just your own team within your agency, but the teams you hire for and the clients you work with. Engaged employees are now a recruiters remit as opposed to the bums on seats of yesteryear and so understanding culture, dynamics and the personality fit of your clients can be the difference between retention and rebates.

5. Get a mentor

If Oprah has three mentors, it’s obvious the rest of us mortals need at least one. Whether she’s someone you look up to or not, her success is undeniable. Most prolific business figures have mentors and coaches, and recruiters should definitely seek out business leaders they look up to, both in and out of recruitment, to improve their skills and widen their perspective.

6. Train, train and train again

While recruiters tend to groan at the thought of any L&D programs, get as much training as you can, and in turn give as much training as you can. Offering to teach your teams of offices on a subject you’re passionate or skilled in is a great way to further boost your knowledge and become more adept. The practice goes on and on, even when the stabilisers have come off.