Why everything you've heard about recruitment probably isn't true
Recruitment, like other sales-based roles, has a reputation for high-pressure working environments with consultants chasing the commission, seemingly at any cost. There’s no doubt we’re target-driven and tenacious (after all, who doesn’t like to be recognised for a job well done?) – yet a career in this industry offers plenty more rewards beyond the financial.
As a graduate, who has spent the past three years in higher education, recruitment might seem like a big leap into the unknown. But choose the right employer and you’ll soon find the negative perceptions are unfounded, as our myth-busting guide proves.
‘People are only motivated by money’
It is certainly true that there are opportunities to earn big money, and that’s no bad thing. Most recruiters love the challenge of hitting their targets and securing a bonus, so it isn’t a career for those who plod along, only willing to do the bare minimum.
Unless you are a volume recruiter, who helps companies take on high numbers of workers often to meet seasonal demand, you won’t sit at your desk making call after call.
Recruiting for more specialist roles, you still speak to candidates and clients on the phone (and use LinkedIn), but you’ll also build relationships that sometimes last for years. Strong recruiters are able to closely align candidates’ skills to clients’ needs, so new hires stay in the job for longer.
‘It’s stressful’
There are always days when your adrenaline is pumping, although you’ll be pleased to know the days of ‘sweatshop’ style offices are long gone.
In order to attract the top talent (that’s you!), good employers know they need to create attractive working environments and have a clear set of company values. Our values – integrity, empathy, focus and pride– are at the centre of everything we do and alongside regular perks and staff socials, we promote flexible working, along with employee health and wellbeing.
‘My boss will see me as a money-making machine’
The best managers support their teams and want them to perform well but not at the expense of their mental or physical health. We’re not afraid to tell our consultants to take a holiday if it looks like they are putting themselves under too much pressure, for example.
Rather than letting juniors take on impossibly heavy workloads, a good boss will pick up the phone and speak to clients and candidates directly. They lead by example, which enables you to develop skills and confidence.
‘I won’t be supported’
Unlike some industries, ambitious recruiters rarely get stuck in a rut – the problem is you can sometimes move up the ranks too quickly. There’s nothing wrong with having your eye on a managerial role, as long as you have the right experience. It can take two years for someone to become an effective manager, which is why we believe a phased approach – where you mentor juniors first – works best.
At every job interview, ask how you will be supported and make sure your employer fulfils any promise they make once you’ve started.
‘My degree subject isn’t relevant’
Some degrees, like management and business studies, might seem more relevant to a career in recruitment, but any subjects helps you develop valuable skills, like problem-solving and understanding complex concepts.
Your degree subject could also be relevant if you work in a specialist area of recruitment, like tech or marketing, because you’ll have a better understanding of your clients and candidates. Don’t forget, customer-facing or admin jobs you had while at university, as well as voluntary work, will bolster your skillset too.
To find out about the latest career opportunities with ESA Group, keep an eye on our blog and Linkedin page.
We’re hiring!
Are you looking for an opportunity to further your career with a fast-growing, UK-wide recruitment specialist?
ESA Group specialises in placing top talent around the country in marketing, technology, and sales roles. As we continue to grow our service offering and global reach, we are interested in hearing from consultants with experience in recruiting across all professional services sectors, also including finance, procurement, supply chain, engineering and financial services.
This year, we are embarking on a period of significant change. We are saying goodbye to our old home in Edgbaston, and relocating to the centre of Birmingham’s bustling commercial district. From this March, we will be found at the newly launched Colmore Building.
As well as its fantastic central location, this new development benefits from a host of envy-inducing amenities such a state-of-the-art 6,000 sq. ft. gym, an on-site all day coffee house serving breakfast, lunch and snacks, beauty treatment rooms, doctors surgery, and even a dry cleaning service.
In taking on this extensive space, we are setting ourselves the bold target of doubling our current number of consultants in 2019. We are already off to a flying start this year, celebrating record turnover and profit figures in January, and this is only the beginning.
With this great change, comes great opportunity. Which is where you come in.
We take great pride in our consultants, nurturing their talent to encourage growth within our business. Now is a particularly crucial time to join ESA Group, as those joining the business now will have the potential to secure a management position in the coming years.
This is an exciting time in our history; so if you are looking to build your career in recruitment at a leading global specialist, then apply today.
For more information, call the team on 0121 516 3850.
Top 5 recruiting tips for SMEs
It’s likely that virtually all hiring managers have had a similar problem at some point in their careers: attracting the perfect candidate for a new job vacancy that they are desperate to fill. This challenge can be exacerbated for those at smaller companies, who may find that they are losing out to bigger brand names when looking for the best talent.
For the majority of people looking for a new job, it’s expected that they’ll want to work for a business they’ve heard of. This is because, ultimately, people need job security. And bigger companies are perceived to be more secure than smaller ones.
However, there are lots of people out there who would prefer to work for a smaller business, and not just because of it might be less ‘corporate.’
Here’s our five top tips for attracting (and retaining) the people you need in your business:
1. Find out what the going rate is for the position and match it.
It might sound like a simple tip, but a common mistake that small businesses often make when creating a position, is to base the salary on their budget, rather than on the market. If you want the best people, they are almost guaranteed to chase the best salaries. So, make sure the salary you are offering is going to be enticing to potential applicants.
2. Offer an employee benefit program.
It’s surprising how often candidates will have multiple job offers on the table at the same time – especially if they are experts in a niche industry. In these times, an employee benefit program can move from a candidate’s wish list to their necessity list. Core employee benefits such as medical, dental and life insurance can really make your business attractive to a job hunter, particularly if your competitor isn’t offering the same deal.
3. Be creative with your perks.
Employees are usually just as concerned about the quality of their work life as they are about the amount of money they receive each month.
As a small business, you may not be able to offer the perks that larger companies can – but you may be able to offer decent alternatives. E.g. where a big corporate is offering an on-site gym, could you offer local gym membership?
4. Offer employees progression.
Most employees aren't looking for jobs where they’ll do the same thing for the next thirty years. They're looking for positions that offer opportunities for advancement.
Are you offering staff training programs? Or a clear pathway to progression and higher earnings? Whatever it is, in terms of attracting employees, be sure to get the future possibilities on the table.
5. Widen the scope of your advertising.
The days of placing a small job ad in a newspaper are long gone. You’ll receive a better response to your advert if it’s visible in more places. Recruiters such as ourselves can help do this for you, but if you don’t want to use a recruiter, it’s vital that you make an investment to advertise on large job boards and consider advertising on social platforms such as LinkedIn.
If you’d like to hear more, email Dan Heathcote at dan.heathcote@esa-group.co.uk.