It wasn’t that long ago that if you worked in recruitment there were essentially just a couple of types of jobs you could do. You were either a Temp Consultant or a Perm Consultant. Of course there were managers of some description, and in bigger companies you would find the odd internal trainer or quality manager and possibly a BDM or two. But in terms of recruiters, basically just temp or perm.
And apart from some subtle differences the job would not vary much from one business to the next. You turned up to the office every day, ran a desk, developed new clients, interviewed candidates, filled jobs, attend client meetings, had targets and KPIs, etc.…
But if you got ten “Recruitment Consultants” in a room today and asked them to describe their jobs, you could be forgiven for thinking that they don’t do the same thing at all.
Some are focused purely on delivery and rarely speak to a client, let alone make a sales call. They may be employed just to manage a specific client and spend all day just interviewing, writing reports and doing admin. For others it is the opposite and the focus of their job is to develop new business. They may not even actually do any recruiting anymore and not interviewed a candidate for years. These days some may not even work in the agency office at all, but on site at the client’s workplace. And so on…
So it surprises me that recruiters are often still all chucked into the same pot. Sure there are a range of new job titles that have entered the market over the years. But I suspect more driven by a desire to just sound a bit different, make a role sound a bit more fancy, or in some cases to just avoid having the word ‘recruitment’ in the title (which I really don’t get).
The time has come to decide what type of recruiter you are:
Are you the gun sales person who could flog used cars to Arthur Daley but really cannot be bothered filing roles anymore?
Or does the thought of making another cold call fill you with dread, but ask you to interview ten people a day and you are happy?
Do you hate having a financial target over your head, or do you love the thrill of the chase, the competition and of course the commission that comes with it?
Only when you have defined what type of recruiter you are, can you properly manage your career. Too often I see recruiters who seem to have developed multiple recruitment personalities during their career. They have moved from a sales focused recruitment role, to a service role, then back to sales role, then moved sectors, gone from volume recruitment to executive search, then have done a ‘stop-gap’ contract in an RPO, followed by an internal gig, and now are looking for “a recruitment job of some sort!!! Who the heck are you !!!!
Regardless of what some people will tell you, in my opinion, one type is not better than the other. There is a place for all types of recruiters (although in tough economic times, some will be more in favour than others). Sales guns, service guns, talent hunters, corporate types, industrial types, high achievers driven by money, steady eddies driven by a steady income and work life balance. Whatever type of recruiter you are, be proud of it. But firstly recognise what you are.