Want to work in Recruitment? Do you know what it really entails?

At First Base, our team works tirelessly to match the right people to the right job roles but much of their workload is as much about rejection as it is about placing candidates.  They speak to hundreds of people each week to ascertain their right to work, suitability for a job role, personality, and cultural fit for the companies we work with.

When they find just the right person it all seems so easy (even more so when they can identify the right person off the top of their heads), however, the role of recruiter necessitates a broad skillset.

We’re always looking for great candidates to bring on board as recruiters, so here’s a snapshot of just what a typical day in the life of a recruiter entails:

1. Speaking to and visiting new* and existing clients in order to take a brief on open job roles, to check in or to discuss future business growth plans and issues the client may be facing.
2. Managing their diaries to ensure the right mix of time spent with current clients and those who have expressed an interest in recruitment services, following up on leads, and reaching out to prospective clients.
3. Taking detailed job briefs including shift patterns, overtime rates, facilities on site, opening hours, lunch breaks (paid or unpaid), skills required, salaries being offered, and timescale (you must be bold enough to ask every question you can imagine ensuring you understand).
4. Speaking with clients clearly about ways to recruit and the associated fees.
5. Reviewing CVs and job applications from potential candidates is a key part of a recruiter’s day. They will assess candidates’ qualifications, skills, and experience to determine whether they are a good fit for the role (or any other role currently available). Utilising tools to remember those candidates very very well.
6. Sourcing active and passive candidates through a variety of channels such as a CRM, job boards, social media, referrals, and professional networks.
7. Screening and interviewing candidates both by phone and face-to-face to assess their qualifications, skills, and suitability for each role. This means being resilient enough to keep reminding** people if they forget appointments / a call with you. 
8. Detailing rates of pay, shift premiums, and holiday allowances to candidates.
9. Coordinating interviews (virtual, phone or face-to-face) with hiring managers, setting up times and dates, locations, and instructions to enter sites or join virtual calls.
10. Following up with all parties concerned to provide feedback and agree on next steps***
11. Negotiating offers with candidates and communicating the details of the job offer.
12. Gaining references.
13. Keeping accurate and comprehensive records of all recruitment activities, including CVs, relevant licences, RTW, job roles, hiring managers, HR managers, finance contacts, interview notes and communication with candidates ****
14. Our Recruiters stay up-to-date with industry trends and best practices to ensure that their recruitment methods are effective and are always abreast of changes in their given sector***** in order that they can speak with both clients and candidates proficiently and professionally.
15. Networking with industry professionals, attending job fairs, and other events to build relationships and expand their knowledge of available candidates.
16. Managing their time to ensure they have the right people when clients need them.

This is a general overview of a typical day in the life of our recruiters – it seems a lot but when you get it you get it. If you’re ultra organised, great at admin, naturally interested in learning (everything) and personable enough to chat to everyone, then it can be a fantastic career with bags of variation and the opportunity to progress quickly onto a more senior role. 

*The role of recruiter will mean you’re speaking to a variety of clients on a daily basis and traveling to meet with them in order to fully assess the role and work environment where possible.

** People are busy, but sometimes, they’ll change their minds and not tell you.

*** Having to give bad news as well as good news and doing this sensitively whilst protecting the reputation of all parties.

**** When people are taking holidays, what they do and do not want to do, how flexible they can be, why they want to work a particular work pattern or leave their current job role.

*****They are able to advise on salary rates being offered, shift patterns that work and can suggest ways to improve on the success of a recruitment drive that is struggling.