It’s that time of year where a new class of graduates will be hitting the job boards in search of their first stepping stone into the world of work. But, in this day and age, it isn’t easy for a graduate to land a job straight after graduation.
The job market is fierce with tough competition and hundreds of candidates all going for the same position (not to mention it’s virtually impossible to secure a career in a chosen field of study).
That’s why many become attracted to the abundance of graduate recruitment consultant roles filling up the job boards; a majority promising in excess of up to £30-35K in the first year with all-expenses-paid trips to Ibiza or Las Vegas, lunch clubs to Michelin star London restaurants, and incentive prizes such as iPads and Rolex watches.
You’re inundated with new CVs everyday: some holding a glimmer of hope, others failing to hit the mark. You have consultant roles to fill and a tight deadline to fill them by, but don’t forget about the personality traits in what makes a great recruitment consultant. We’ve come up with eight key characteristics below to help you through the interview process…..
- Money-motivated with financial goals?
It’s good to ask candidates about any short and long-term financial goals they may have—a deposit on a flat, a family trip of a lifetime to Florida, a dream wedding in the Surrey countryside: it’s a crucial part of the interview process as this will determine their level of self-motivation and aspirations to succeed. - Able to communicate over the phone?
Granted, it’s difficult to determine what candidates are like selling over the phone, don’t be afraid to incorporate some practical tasks in the interview process. Admittedly, it takes time out of your day, but you’ll be thankful later on—you don’t want to babysit someone who doesn’t know how to hold a conversation with key stakeholders. - Have what it takes to be a top sales leader?
You want a recruiter that’s a natural born leader; someone who strives to win, takes risks, promises results and isn’t afraid to show others how it’s done. Think of some scenarios you can incorporate into the interviews and get their responses. Furthermore, why not ask for examples on how they’ve exceeded expectations, and how they went about doing it? - Resilient with a thick-skinned mentality?
Recruitment isn’t all incentive prizes and trips abroad; it’s a tough industry with plenty of rejection to go with it, and candidates need to know this from the get go. Don’t shy away from saying exactly how it’s going to be day-to-day—it saves them (and you, too) from having to deal with a culture shock on their first day. Place much emphasis on the long hours, tough targets, next to no lunch breaks and having to wait around after 5pm to call candidates after the working day. - Thinks outside the box?
Conventional ways of doing things can certainly bring the results you need, but stepping outside the general comfort zone of searching through LinkedIn profiles shows a candidate is forward-thinking and can take ownership. Ask for some examples on how they managed to think outside the box and the results they achieved by doing this. - Determined and ferocious?
What makes them self-motivated enough to jump straight on the phones in the morning? An excellent recruitment consultant needs a determined work ethic to get anywhere in the industry. Sometimes it’s just not enough to hit the targets; you need to go above and beyond to really reap the benefits. - Happy to research their sector?
There’s nothing worse than a recruitment consultant that doesn’t know anything about the sector they’re working in. Knowledge gets you a long way, and you want new recruiters to carve out the time in researching the top influential companies and their managing directors. Maybe discuss their dissertations, the research methods they adopted, and how they could incorporate this into sales leads. - Organised and able to multi-task?
Finally, a consultant manages a number of accounts as part of the day-to-day tasks. Organisation and carving out enough time for each one is paramount. Candidates that can keep on top of daily to do lists and are able to work well under pressure will get a good head start. Think of some scenarios to mention in the interviews, and get their responses in how they would cope with managing multiple projects at one time.
Jack D Wynn 