Recruitment Consultant Success Strategies – Making Sure You Get a Great Client Job Spec

As recruitment consultants with many years of experience we appreciate the value of a great job spec. As a rec to rec agency we always aim to get a full and detailed job description. Now in the ‘real’ world that many consultants work in that is not always the case. Job descriptions can be loose at best with minimal detail on specifics or the culture and team work fit that is increasingly important in today’s working environment.

Let’s map out the ideal scenario. You have managed to start working with a new client- potentially a great partner where your mutual relationship can grow from strength to strength.

First steps would be to find out the process they currently have in place. What has happened in the past? What relationship have they had with recruitment consultants? Have they ever been asked for a detailed and comprehensive brief before? Be prepared that the level of detail you are about to ask for might be different to what they are used to.

Next step is to look at the role in depth and what you need to find out:

a)      Is it a role that is already in place in the organisation or is it brand new? If so do you have the old and new job description (hint this can give you a useful insight into the organisation and what they now need.)

b)      Main tasks and KPI’s of the role-in detail plus any other additional expectations that are not glaringly obvious

c)       What are the company vision, values and mission statement

d)      Who is their ideal candidate

e)      On a scale of 1-10 what are the key attributes a candidate must have

f)       What does the recruitment process entail

g)      What are the time lines

h)      Is there training and development in place

i)        What about an induction process

j)        Precise timings across the process

k)      Who gives feedback and when does this happen

l)        What is the hiring deadline

m)    Has this role been agreed with all stake holders- sometimes people change their mind so make sure it has sign off

n)      What is a typical career path in this organisation

o)      Ask for examples of what that might look and sound like when a client is talking about particular skills

p)      Who are their ‘star’ employees-any chance you can talk to them

This is not an exhaustive list. You might even have some of your own questions that you have found vital. One consultant we know even checks out the website to find out what the look and feel of a company is. Social media is a useful tool. Looking at how an organisation engages with clients and the media will give you valuable insight into how they are likely to treat their employee’s.

Once you have compiled this list you will have a lot of information. Information that can help you match the dream client with the desirable candidate.

Till next time,

Cheryl