Okay, so we have considered all the requirements for starting a recruitment consulting company. Why Start a Recruitment Consultant Business?
With attrition levels on the rise, it has never been more important to get the recruitment process right, first time. We asked our recruitment experts for their advice.
Recruitment is just the beginning if you are to avoid high levels of attrition and a constant recruitment requirement. Careful consideration to managing and supporting new recruits is important. Understanding of the roles and responsibilities Any manager worth their salt will tell you that the first step has to be an understanding of the role and responsibilities and being clear about what is required, in order to brief HR or your agency.
This includes a number of elements from the medium, i. Having a grid and selecting the requirements is a great first step and that, added to competency levels, will ensure that there is clarity surrounding the role before the recruitment stage.
Highlight anything specific to the role, qualifications, CRB checks, etc. Develop your competency grid Work to develop your competency grid in partnership, reviewing the skills, experience and personality type required.
Think about the brand the agents will support, who is the target audience, what will their expectations of the service be and how can these best be met? Be creative with your brief.
Think about the mix of talent, experience and profiles. What makes a good team and how will they gel? Having a good agency on board can help enormously Invite them into your business; let them understand the culture, the standard of your existing staff, what is important to you and what the benefits of working with you are.
Sell to them and they will sell to their candidates. High volume recruitment is worth extra effort at the planning stage. Work with the agency and develop tests and checks that they can carry out on your behalf.
This will save an enormous amount of time and effort at your end, as the candidates will have been pre-screened. Always be honest with the interviewees Focus on the positives but ensure they understand exactly what is required of them.
Let them see the call centre, where they will sit, who they will work with, where they can chill out during their breaks and what facilities you offer. Remember that working in a call centre is often an extremely social occupation.
The applicant will be interested in their fellow agents. Are there regular social events? Are they sponsored by the company? Show your organisation chart and describe the departments they will come into contact with during their first few weeks.
Give them confidence in your ability to look after them during the early days. Provide basic information, including working hours, salary, bonuses or commission, location, sickness policy, holiday entitlement, and explain parking and public transport, breaks, dress code and any other pertinent information during the interview.
What incentive programmes do you run and what are the criteria? When are salaries paid and how? Are commissions and bonuses paid monthly, quarterly, weekly? At the end of the interview, always explain the decision-making process and timescales.
Check if holidays are booked. Check that the applicant is available to attend training. Offer the opportunity for the applicant to ask their own questions.
Offer letters Sue Marshall Offer letters should be informative and welcoming and explain the next steps in terms of references and checks. If the offer is subject to specific requirements such as a CRB check and satisfactory references make this clear.
Measurement of success The recruitment process should not end there. The measurement of success should take the first three months into account as a minimum.
These early months are your opportunity to equip the agent with the tools required to do a good job. Maintaining momentum and motivation will directly impact on the all important attrition rates.
Recruiting the right people is just the first step! The best recruitment strategies will be well thought out and carefully prepared, preferably well in advance of any potential need arising so the business is not playing catch up, or looking at a quick-fix solution.→ 5 Steps to Writing Your Annual Business Plan – Quickly and Easily; 1.
5 Steps to Writing Your Annual Business Plan – Quickly and Easily Step Two is to decide on the format of your business plan. For recruitment consultants and solo recruiters, a page Word document is .
Become a Trainee Recruitment consultant. we provide the tools to enable you to reach your full potential as a successful recruitment consultant. Personal Development Plan. Month 3. Terms of business course. Call coaching 2. Personal Development Plan. Month 4.
Client Pitch Role Play. 3 Month Business Plan Template 3 Month Business Plan Template Gallery of 3 Month Business Plan Template (Click Image to Enlarge) See More! 2 Year Business 3 Month Business Plan Recruitment Consultant 3 Month Business Plan Retail 3 Month Business Plan Sales 3 Month Business Plan 30 60 90 Day Plan Template For 5/5(1).
How to Write a Successful Recruitment Strategy. Previous. In-house or recruitment consultant? The first stage of this audit is to fully understand who in the business has responsibility for recruitment and how they are currently conducting their recruitment processes. 3. You need to gain a clear picture of the overall internal.
On Experteer you'll find executive-level jobs starting from $, and have the 1,+ followers on Twitter. → 5 Steps to Writing Your Annual Business Plan – Quickly and Easily; 1. 5 Steps to Writing Your Annual Business Plan – Quickly and Easily Step Two is to decide on the format of your business plan.
For recruitment consultants and solo recruiters, a page Word document is sufficient. In the last three months, we won £35,