How to put the personal touch into recruitment

Just Recruitment Consultant Tracey Bates has spent 17 years in the industry. Here are her reflections on successfully placing candidates

1. The key to effective recruitment is to think creatively. 
You need to work out how a candidate’s skills can be transferred to other jobs. That makes the task of matching them to vacancies much more straightforward.

2. Anyone is capable of doing any number of roles.
It is important that individuals are not put in a box when it comes to their career. Part of my task is to help candidates think beyond their existing experiences.

3. Clients sometimes need encouragement to take a risk.
I would never send a candidate for a vacancy if I didn’t think they had the right aptitudes. But I can sometimes make connections that aren’t so obvious to employers, simply because I have a bit of distance from their business.

 

4. Most skills can add value in a variety of contexts.
Consider someone who is a keen angler. They may well have great dexterity, which makes them well-suited to an intricate manufacturing job. But they may never have thought of pursuing such an opportunity. It’s my role to point out the transferability of their skills.

5. You need to develop close relationships with candidates and clients alike.
That way, you build up trust with them, so they rely on your judgment and are prepared to take advice about the best way of matching skills to vacancies.

6. Honesty is always the best policy.
It can be tempting to overstate the abilities of candidates for the sake of filling vacancies. But at Just Recruitment, we are always completely up front with people. It saves disappointment for all parties.

7. Whenever you make a claim, you need to provide evidence that supports it.
It’s no good saying that a candidate has great technical ability unless you can demonstrate it somehow. I always make sure I’ve got a way of proving just what a person can do when I put them forward for a job.

8. My role is about collating information.
In order to make an informed decision about the best opportunity for each candidate, I need as much detail from them as possible. Likewise, I need to fully understand the role being offered by a prospective employer.

9. The most important question to ask about a prospective candidate is simple.
Will they do a good job? If I think the answer is “yes”, I’ll have no hesitation in putting them forward for an opportunity. 

 

Tracey Bates is based in Just Recruitment’s Witham office, and specialises in working with technical or engineering clients. Contact her at tracey.bates@justrecruitment.co.uk to find your next candidate or vacancy. 

 

© 2016 Just Recruitment Group Ltd. 

 

Posted on Thursday Dec 29