Why Can’t Recruiters Recruit For Themselves?

The recruitment industry is often an easy target for criticism. Finding a job is such an emotive pursuit that expectations and reality rarely coincide. Both candidates and clients alike are almost always over-optimistic about the potential to find that perfect fit. It is a complex job with many nuances. The multi-billion pound industry wouldn't exist if there weren't a place for a sourcer, facilitator, negotiator, coach and confidant (e) in the middle of the candidate-client relationship.

However, there is one key aspect that Recruiters still don’t see to be able to get right……

Many candidates and clients complain of bad experiences with rookie recruiters.

Former Estate Agents who don’t get that their “product” now has feelings, hopes and dreams. Highly-organized Personal Assistants who get upset every time they have a negative experience. Graduates fresh from University who give up and move on when the going gets tough. Sensitive souls who are very good with candidates but who can’t handle the pressure to earn fees. The list is endless...

Recruiters simply aren't very good at recruiting entry-level recruiters for themselves. The retention rates in the industry are shocking, and every bad hire has a huge impact on their reputation in the market.

The cost of a hiring mistake is also significant. A novice trainee often takes the valuable time of more experienced recruiters – constantly asking advice about how to handle various situations. Candidates lose faith in a recruiter once, never to return on countless future occasions. Clients can be instantly lost for a myriad of reasons.

The importance of having “big billers” is matched by the importance of having well-trained newbies. The huge placement fees at the top are being potentially lost at the bottom.

There are many reasons for rookie recruiter failure. Here is our Top 5:

High Expectations:

      They are told that they have to bill £10k a month from the second month onwards. They are told that activity brings results. The time ticks on. They may even be doing the right activity, but are they doing it in the right way? When the pressure builds, corners are cut, and mistakes are made.

Time Constraints: Recruiters are all busy people. They are recruiting for their own desks, and even the most generous of them would find it hard to spend too much time with a newbie. The new guys feel this and after a while they just stop asking. Their learning hits the wall and unless they have developed some traction, this is often the beginning of the end.

Disorganization: Is their desk really that “warm”? How old is that client contact list again? Is the induction programme detailed enough and is there enough on the job support? Many are thrown into the deep-end with a “sink or swim” mentality from management. If they don’t make the grade, then there are plenty more where they come from. This is the wrong attitude!

Personality Fit: Can they demonstrate these ten personality traits? If they haven’t got at least seven, it might be worth reconsidering: Resilience, Tenacity, Criticism & Rejection, Flexibility, Confidence, Pro-activity, Risk-taking, Ambition, Goal-focus, and Hard-working.

Honesty: Recruiters often paint a rosy picture to wide eyed newcomers. They talk about the big billers. They talk about the trips to Vegas. They don’t talk about the 6 people who only lasted three months last year and the reasons why they left.

RecruiterHub has hired and trained over 500 recruitment trainees this year. 75% of them are still with their employers and are profitable as quickly as Month 2. Our innovative system can help to stop the rot.

Russell Bennett, Co-Founder, RecruiterHub – 0800 161 5100.

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