Rip up the Recruitment Consultant job spec….it’s out of date.

out of dateOver the last couple of years or so there has been endless chat around the recruitment fire camp that things are changing. Depending on who you listen to, we are somewhere between the dawn of an exciting era in recruitment…or the end of the world as we know it.

The rise of social media and the variety of new recruiting tools that has brought…… the trend for big corporations to bring their recruiting back in-house…what clients want from us recruiters…..the way candidates look for jobs….and even what they are looking for. Whether you like it or not, and whether you buy into it all or see it as just a fad …I think by now everyone recognises that things are changing.

So, why is it that the majority of agencies still look for the same things when hiring a new recruiter?

Is it more important that a recruiter has an existing network, or that they have the street smarts around social media to source really hard to find candidates? Do they still need to be great sales people and happy making 20 cold calls a day? Is it better to have a recruiter that has the gift of the gab…or one that can write engaging content to build a talent community? Is a recruiter who is driven purely by money the best fit? Is it even necessary that they have experience recruiting before?

In sport they talk about a player’s career being over once ‘the game has moved beyond them’ and they are unable or unwilling to adapt. Many a ‘once great’ has quickly become ‘less great’, and successful teams have fallen to earth with a thud by not recognising that the game has changed (..being a football fan from Manchester, I couldn’t possibly think of one!) It probably didn’t happen over night, more likely realised with the benefit of hindsight after a few years of dwindling performances.

Some of the core traits of a successful recruiter will always be pre-requisites. But if you are only looking for the same things in your next recruiter as you were 20, 10 even 5 years ago, then you might find in the not too distant future that the recruitment game has moved beyond these people. You might be finding that already, especially if you are hiring based predominantly on reputation and past performance (of course no one in recruitment does that !!!)

We will probably hire a new recruiter into our business next year. Before I even consider their experience, what they look like, or what their motivations are, I will be looking at how they use social media, do they understand what Gen Y and Z are looking for in a job and how to find and engage with them. Because these are the core skills great recruiters (are going to) need.

{Whilst you are here, take a moment to check out part 2 of our current Agency in Focus…especially if you are over being in just another recruitment job}

Luke Collard

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