A little over a year ago I decided to go into recruitment, and I love it. Friends who are recruiters often talked about the relationships they were creating between clients and candidates, and I’d always admired that aspect of the work. I’m a people person who enjoys creating happiness, so what better way to spend your work day! I’d always been in consultancy and corporate environments, in various marketing and business support roles where I was assisting and delivering on the ideas of others. Although I enjoyed making things happen and felt a modicum of satisfaction, I was always yearning for something more, something that I could create myself.
I recruit in the engineering sector in NZ and it has provided me with an insight into the candidate short market. Recruiting in this sector has provided me with an understanding of the different needs candidates have to progress and develop down a certain path, whether it be to specialise or obtain chartership.
1. Not all recruiters are created equal
Our style needs to be that of a consultative approach and less transactional. It’s not about the end goal and more about the process getting there to achieve the desired result. As consultants we need to be agile, resilient and most of all trusted advisors. Also, if changes occur in the market, we need to be aware and prepared to inform our clients and candidates of how this may impact them.
2. The candidate client relationship is like dating, and we’re the matchmakers
Whilst we are representing our candidates to find them their next opportunity, we also view our relationship with our clients as equally important. In order to partner these two together, we need to understand company culture, market presence, projects and progression in order to make that connection with our candidates. This could be perceived as a dating exercise which could become a marriage very quickly or a slow burn over a couple of months before the perfect match is made.
3. The recruitment process is often not instant
There is no timeline to finding someone the right role. It also takes longer to find a new role if candidates are very specific or niche as to their requirements. For example we often work with someone for several months to find them the right role or things can happen very quickly. There is no perfect time frame. There can also sometimes be a misunderstanding as to why there is a long lead time. This can be due to market changes or company requirements shifting.
4. It’s about open communication
My role as a consultant is to bring about a partnership between candidate and client. We need to listen, observe and advise our candidates about the market then match to our client’s business and their roles. It’s always good for candidates to be honest about exactly what would be a good fit along with how your interviews have gone – we can take it. When communication breaks down, we can’t be as effective for you – so keep those channels open. We do much the same with our clients ensuring they’re kept across what’s happening in the market, where we’re able to assist with opportunities that match their requirements, their personalities, projects and locations.
5. Our relationship doesn’t end at “you’ve got the job”
As a consultant, I genuinely care about how our candidates are getting on in their new roles, and how our clients are integrating them into their business. This part is equally as important as finding the ideal role. To find a new home where someone feels happy, engaged and glad to have made the move brings happiness.
Therefore, if you are thinking about 2019 and wondering what it may hold for you in your engineering career, contact me for a confidential conversation. I see candidates as people and not commodities. Finding roles for candidates who genuinely want to further their careers is my specialty.