The role of a recruitment consultant is to work with clients (employers) to assist with their recruitment needs and processes. Equally as a consultant, our role is to work with candidates (job seekers) to assist in their job search process.

Unlike most other ‘sales’ positions, as a recruitment consultant you are undeniably a sales person, but what many outside the industry seem to fail to realise is those within the recruitment profession act equally as ‘consultants’.

The view of recruitment consultants and agencies is that we are given jobs by clients to fill and do this by advertising online, finding a candidate, sending them to the client, and filling the role. Simple! Presto!

I think this misconception is derived from candidates and clients who have experienced unprofessional service from an agency or those who don’t believe their expectations have been met. I am not in the habit of self promotion, or ‘big noting’, but the role of a recruitment consultant extends well beyond this!

Our role begins from the initial meeting with the client, which is how we get a strong understanding of the corporate outline, dynamics and corporate vales/beliefs. We are also in a position to make an educated evaluation on the client themselves, their personality, and work style. Once a position is received, this initial information needs to be recalled to ensure we represent and place the most appropriate and suitable candidate.

There are many ways recruitment consultants will source candidates but usually will be at least a combination of existing database online advertising. Once a position is advertised, resumes are received immediately and this is usually the start of our consulting part of the role.

I can usually guarantee that every time a job advert is placed, numerous existing candidates from the database will contact us, persistent and desperate in their conviction to prove they are the perfect person for the role. I think everyone in recruitment has faced this situation! Some candidates need to adjust their expectation that not every job is the right job for them. ‘Trust’ is a vital part of the recruitment process, particularly between the candidate and the consultant. I urge any candidate that doesn’t trust or feel they are going to be represented well but their recruitment consultant, to register with another agency.

Recruitment consultants understand the requirements of the role, dynamics and culture of the organisation and are able to envisage the best ‘fit’ for the role. Analogies that I commonly use are; a very bubbly, extroverted and talkative candidate may not be the first choice for a quite introverted and studious office environment.

I personally don’t mind registered candidates contacting me regarding positions I’ve advertised online but I definitely try to educate them that even though they are an administration assistant and the role being advertised is for an administration assistant, despite the duties listed and their skills and experience, they still may not be the ideal candidate for the role.

As a recruitment consultant, it is our role to keep candidates informed and educated to the process but to also most importantly advise that although we will act on their behalf, and represent them to clients when the opportunity arises, we are still not be able to please everyone!