That's what somebody told me during a prospection call. And the person wasn't being nasty about it. He simply acknowledged that our industry is a stormy sea with a lot of sharks in it. And he was right. But he was wrong as well: recruitment can be one of the most interesting, exciting and fulfilling industries to be active in - when you're doing it right.
Indeed, there are many recruitment agencies. And most are despised by their clients, especially prospects. Just like being Tony Soprano. Whom may or may not have been active in IT-recruitment. Probably not.
(I was waiting for the right moment to incorporate my favourite show of all time into one of my articles)
But come on, that's more or less the image which pops into your head when you hear 'recruiter', right?
Anyway, some recruitment agencies promise a lot, but simply don't deliver. Something quite common in the IT-market which I am specialised in.
Some bomb their clients with profiles which don't even remotely match, albeit in terms of skillset, location, salary package etc...
Some even headhunt companies to which they're introducing candidates. Just go figure.
Those recruiters - although I'd rather call them 'Piñata swingers' - are simply killing our industry and deserve all the loathing they receive.
Be different. Be one of the 'better ones' (believe me, clients nor prospects will ever perceive a recruiter as a 'good one'). Because being a recruiter can be awesome and very fulfilling.
At least when you...
Start with communicating a potential good match
Because let's be honest: not every person you genuinely feel could be a good match, effectively is a good match. That's not your fault. Sometimes candidates and companies tick each other's boxes:
- Location? Check.
- Skillset? Check.
- Salary package? Check.
- ...? Check.
But other times, unforeseen issues arise after the first interview. In my opinion, one of the most common roadblocks simply is a personality mismatch.
Inviting your candidates for a face-to-face screening (must!) can give you a better view on where this person could fit or not. But how much can you really learn from a 1-1.5 hour screening? You get a feel, for sure, but it's not like you exactly know where the candidate would fit in terms of company culture.
But at least you can take into account how you perceived the candidate and what wishes they expressed in terms of company size/culture/...
And still, a lot depends on the interview. Simply put:
Sometimes it clicks, sometimes it doesn't. There's no exact science to forecast this.
But at least try to check as many boxes as possible when introducing a candidate to a client or prospect. It'll pay off in the long run. It builds up your credibility. Don't burn it down for KPI's sake (Key Performance Indicator).
Connect the right talent to the right companies
As said before: a potential fit, may not turn out to be a real fit in the end.
However, you're still helping out companies when they're in dying need of different specific types of profiles. Because do you really think they would partner-up with you as recruiter if they could do it internally? Like they love to pay the fees...
No. When they need your help (albeit after prospection or even pro-active), it's because they really need help. Their operations may be getting stuck due to a lack of human capital. They may have to deny incoming projects because they simply cannot deliver the quality their clients expect.
That's where you as recruiter come in. Sometimes the internal recruitment team of a company simply cannot deliver the required profiles due to different reasons. But you, as a professional, can come to the rescue.
'Coming to the rescue'. Okay, doesn't mean saving a dozen of kittens from a building on fire, but still awesome, right?
Focus on reverse marketing
For those whom don't immediately get this technical term: in recruitment it basically means that you work for the candidate, not the companies.
Let me elaborate: I myself and my team of Volt Gent target and invite (potential) candidates to listen what their main skills are (not only what's mentioned on their CV). What they're looking for in a new job-opportunity. Where they could thrive.
Getting as much insight as possible in your candidate helps you to match them with companies which could truly be a good fit (again: you can never know for sure).
I personally think this is the best way to guide your candidates and deliver to your clients and convince your prospects of the quality you're delivering.
So, let's answer the question: should you feel sorry for being a recruiter?
NO! You shouldn't. At all.
You can help out companies in dire need of help.
You can help candidates in evolving their career.
And it pays well. Didn't I mention before that I'm no bullsh*tter? But if you're truly passionate about recruitment, this shouldn't be more than a nice surplus
📢 More insight on recruitment coming to my next article. So tune in soon and be sure to leave your insights and comments!
🔵 Be sure to follow me on Twitter: @YannSchelfh
❓ Questions about new career-opportunities in IT? Find us at Volt Gent!
See you back soon 🙌