CNA International Executive Search Blog

Aren’t we all the same?

[fa icon="calendar"] 02-May-2017 14:52:17 / by Steve Ritson

Steve Ritson

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Certainly not. It is a fact that some of us are good at what we do and some recruiters are just plain inadequate at best and career devastating at worst. Typically, the only way you find out who is a superstar and who is not, is by permitting one to help manage your career without having first carried out any due diligence. The bad ones will inevitably disappoint you; they will not return your calls or reply to your emails, they will send you job opportunities which are not suitable, Cut & Paste your CV into their format and if they manage to get you a job interview, they will not be able to support you; there will be little or no interview or assessment guidance, no feedback call and then at the end of it they will claim a fee from their client for a job well-done.

The most critical part of a recruiter’s service should be ‘taking the time to get to know you’.  Finding out who you are, what you are concerned about, what your work needs are, your career aspirations and identifying your strengths and weaknesses. This is what a good recruiter does, and anyone who is not doing this, is not doing their job adequately and therefore not offering you the service you deserve.

The initial conversation you have with a recruiter should be just that, a prelude to the full registration, it is you and the recruiter saying hello, an illustration of their services to you. If you get the impression the recruiter is going to work for you effectively on the basis of a five minute chat – you should ask yourself "is that good enough for me?"

Today’s recruitment processes are now ever more complex. HR professionals are seeking to ensure that they provide measurable value to their employers businesses by ensuring that the people working within the company have the right values to do so. Having the right principles, coupled with adequate knowledge, skills and qualifications is all any HR professional can do to ensure a company remains successful, whilst providing a safe and rewarding working culture for its employees.

A competent recruiter should understand this and thereafter be proficient enough to assist you and guide you through the application processes. A competent recruiter should be able to interpret their client’s assessment needs and ensure that you, their candidate is equipped to pass successfully through their client’s selection processes. A skilful and seasoned recruiter, regardless of their sector specialism, should possess generic business skills, such as the ability to understand P&L, the creation of simple Business Plans and cogent Presentations and should be able to evidence this.

But how do you know who is a good recruiter? How do you know what to believe? To begin with you need to take ownership of your career and do the research. You need to search online. There isn’t a recruiter out there who is not on LinkedIn or Facebook or Twitter (Or all three and more besides), so take advantage of this media. See if they have been recommended and by whom. Having a recommendation from a former colleague is nice and complementary but it doesn’t really shout success and could be bias. Being recommended by a client or a candidate they have placed is a good source of referral – and often the hardest to acquire. If in doubt, ask the recruiter how long they have been recruiting in the industry, what they did before they came into the recruiting industry, what were their last five placements, what their registration to placement ratios are and if they don’t have any referrals and recommendations don’t work with them. It is your career you are entrusting to them. You only get one chance to make a first impression and one chance to make an application, so make it count.

To find out what we're working on visit the website: www.cnaint.com 

For free career advice call Steve Ritson on 07914 384 830 or email him at steve.ritson@cnaint.com 

Topics: Executive Search, CNA International, Recruitment Business

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