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5 top tips to be a better recruiter

  • August 30, 2017

Being a Recruitment Consultant is challenging, make no mistakes about that. While you have responsibility for one of the most potentially pivotal moments in someone’s life, you’re also open to criticism, will be expected to hit often challenging targets, and have to put in a considerable amount of hard work. At the same time, the rewards are plentiful, and the most successful Consultants have the opportunity to earn a huge amount of money.

Here at Clayton Recruitment, we’re constantly on the lookout for our next new hires. We like to think our Consultants, and the company as a whole, does things in the right way, which is why we’ve provided our top tips to be a better Recruiter:

Know your clients and candidates inside out

All Recruiters should focus on learning as much information as possible about their clients and candidates. If you have outstanding, deep knowledge of the people and organisations you’re working with, then you’re likely to be able to match the two together more effectively. For example, one individual, who may not initially seem like the perfect fit for a position, may be ideally suited to the culture of the organisation, but the only way of discovering that is to dig deeper and have a full understanding of everyone and every opportunity you’re working with.

Network, network, network

No top tips to be a better Recruiter list would be complete without some advice on networking. It isn’t everyone’s cup of tea but it’s an incredibly effective way of getting to know more people and therefore expand your potential candidate and client base. However, relatively few of us are entirely comfortable with speaking to a room full of strangers so it’s important to ensure you’re fully prepared. Check out our recent guide on effective networking for some top tips, and remember to keep the potential benefits it could bring to your current role in mind. Word of mouth travels fast, and it’s likely that effective networking could exponentially expand both your network and your client and candidate base.

Be clear with job specs


Clarity is also a valuable trait from the candidate’s perspective. Recruitment has developed a bad reputation in some quarters for misrepresenting opportunities, which most commonly occurs within the initial job specification. It’s critical to remember that the job specification is the main way you will attract candidates to roles, so it’s worth spending time on them to ensure you get them right. If you’ve struggled to source candidates it can be tempting to overstate the role somewhat, but don’t fall into the trap. This will only create issues in the long run and could erode any goodwill you’ve spent a considerable amount of time building up. It’s your responsibility to prevent this from happening and you must ensure you get a minimum of five hard and clear performance objectives that clarify real job expectations, rather than just a list of mildly desirable traits.

Don’t stop digging

Not everyone is a good interviewee, in fact, relatively few of us are. That means that a candidate might not always open up and reveal information that could show they’re actually a perfect fit for a role. Even if they are ‘a good skills match’ with the position, you may have concerns about their fit with the company culture, so it’s critical to learn as much you can and to find out as much information as possible. Don’t be afraid to ask probing questions as it may help you to identify characteristics that may not have been immediately obvious, and that could perfectly align the individual with your client.

Follow up everything


Just because a candidate didn’t get a role this time, doesn’t mean they won’t be a good match for one that you may be filling later. If you’ve worked long and hard to bolster your reputation with clients, it makes no sense to throw it all out of the window and forget about the person once the process has been completed. Post interview, a shocking 74% of the feedback candidates receive is little more than a standard template, which doesn’t exactly encourage them to apply for another role with you in the near future. Taking time to inform candidates about the decision and the reasons why it was made will bolster your reputation and is likely to increase referrals.

If you’re looking to join an organisation that can enable you to develop all of these skills, then check out our current vacancies.

Take a look at some our other blogs to gain some more valuable career advice.

Or take a look at our other current roles to find your next game-changing position.

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Could you make it as a recruiter?

  • July 11, 2017

Regular readers will know we often use this blog as a platform to provide cutting edge insight and offer tips to professionals on how to get ahead in their careers. However, after a period of rapid growth and expansion we’re now looking to bolster our ranks and take on skilled recruiters – of all experience levels – to work out of our North West base. But could you make it as a recruiter?

Hard-working, but satisfying

It would be remiss to suggest that working as a recruiter is all sunshine and lollipops and the role can include a lot of hard work in order to be successful. However, it’s worth the occasional stressful day because you also get the satisfaction of knowing that you’ve potentially changed someone’s life. Securing a job can often be a pivotal moment for an individual, and their wider network, and contributing to such a major step is a highly gratifying feeling.


This is a key attribute and there are few, if any, top-level recruiters who don’t possess the ability to convey their point clearly and concisely. You’ll often be dealing with incredibly busy professionals who don’t necessarily want to take time out of their day to speak to a recruiter, which means it’s critically important to get your point across quickly yet accurately. It’s not just oral communication either, you’ll also have to possess the ability to engage effectively with people via email and through employment platforms like LinkedIn.

Belief in your ability

You’ll be placing professionals who are often true subject matter experts and they’re hardly likely to take career advice and guidance from someone they suspect may not know as much as they say. You have to be able to portray confidence to both clients and candidates if you want to be taken seriously, and that only comes from possessing true belief in your ability. As mentioned, changing roles can be one of the most significant moments in an individual’s life and they won’t want to be led on that journey by someone who doesn’t come across as credible and professional. Believe in yourself and those attributes will begin to shine through.

Self-motivation and resilience

As with any other job, recruiters will have good days and bad days. However, unlike some other sectors, it’s near-on impossible to ‘hide’ in the hiring industry and your employer will expect you to be able to take the rough with the smooth while still performing to the best of your ability.

The benefits

Now for the good stuff. After all, that hard work isn’t for nothing and one of the major perks of working as a recruiter are the benefits on offer. While the job descriptions promising you “45K BASIC SALARY OTE AFTER TWO WEEKS 400K” are, frankly, nonsense it’s certainly true that you can earn a significant amount working in the hiring field. Recruiters secure commission on the placements they make so hard-working and adept professionals are able to take home added benefits. Depending on the firm you work for, you’re also likely to get alternative perks. Here at Clayton Recruitment, for example, we offer an annual car incentive, raffles for super prizes, corporate days out and a team and company profit share system. We’re also firm believers in the power of CPD and offer training and development opportunities – along with potential study leave – to all of our consultants. Obviously, not all organisations will offer these types of extra-curricular perks however it can be a good way of identifying which firms will make the best employers.

Could you make it as a recruiter?

So after reading that, could you make it as a recruiter? If the answer is yes then get in touch with our team to find out about the roles we have on offer in our North West headquarters.

Take a look at some of our other blogs to find out what life is really like as a recruiter. Or browse our current roles to find out what’s available outside of the recruitment industry.

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Why recruitment should be promoted as a career of choice

  • November 28, 2016

Unfortunately, the outside perception of recruitment isn’t always an overwhelmingly positive one. All too often the media paints the picture of unscrupulous recruitment firms and materialistic recruiters – both of which are incredibly misleading. In reality it’s only a very small number of firms which give the profession a bad reputation. Recruitment can be an incredibly rewarding career and many professionals are motivated by the satisfaction of placing candidates in their dream role rather than the cash remuneration on offer, as many critics might have you believe.

Recruitment firms are not all alike

No two recruitment firms, let alone recruiters, are the same and unfortunately even a small minority unethical individuals can drag the reputation of the entire profession downwards. Often when people think of recruitment companies, even those who have had positive experiences with recruiters, they remember being bombarded with useless content, or called about jobs they aren’t interested in or suited for. In reality many people’s career paths are shaped by recruiters, and often they can offer a substantial amount of valuable advice and guidance.

Many recruiters are experts in their field and will work to understand what it is that you’re looking for in a new role, and the kind of company culture you’d be best suited to. That’s because the majority of recruiters are truly passionate about their role, and are supported by an employer who fosters their personal growth and provides them with valuable training.

Work hard, play hard

While it’s true that at many firms an individual’s earning capacity is limited only to their own tenacity, most recruiters are driven by the fulfilment of finding a hardworking candidate their ideal role and satisfying their clients. And the suggestion that all recruiters drive luxury cars and take four holidays a year simply isn’t realistic, the role can, at times, be incredibly demanding and recruiters need a strong sense of resilience. The idea that all recruitment firms heavily scrutinise their staff simply isn’t true either, most recruitment firms work hard to support their staff, provide them with thorough training when needed, and regularly reward them for their hard work.

Here at Clayton we know that our people are our greatest asset and we are always looking for passionate and hardworking individuals to join our team. If you are a dedicated and committed professional looking for your next challenge don’t hesitate to contact us!

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5 skills you need to be a good recruiter

  • October 31, 2016

We usually use this blog as a platform to offer advice, tips and updates on our specialist sectors including care home nursinglogistics and finance. However, Clayton as a business is also always on the lookout for the next generation of talent to work with us, which is why we’ve outlined our top tips on how to be a successful recruiter.

Fill yourself with confidence

You’ll need to be able to hold your own with people who are experts at what they do, and don’t appreciate their time being wasted. Nobody wants to be consulted on a potentially life changing job move by someone who they suspect might not know their specialist field as well as they say they do. You need to be confident enough to take on new areas of expertise, but also be able to portray that confidence to clients and candidates. In addition, you’ll have to be comfortable picking up the phone and engaging with people who don’t know what your credentials are and likely to be at least mildly sceptical about what you’re doing. Working at Clayton takes a confident self starter who is willing to become a subject matter expert.

Be a great communicator

Along similar lines, you’ll need to be an effective and concise communicator and get your point across quickly. You’ll probably be speaking to people who are busy in their current roles and don’t want to waste hours of their lives chatting to a recruiter. You’ll also need to be able to master your email communications and online marketing on platforms like LinkedIn. After all, you’re not going to have much success if your job advert iz ritten lyk dis, lol.

Be resilient, target driven and motivated

It’s not just applicants who face rejection, recruiters do too and you need to be able to take the bumps in the road and still be able to perform to the best of your ability. You’ll have good days and bad – that’s a given – but the secret is being able to prevent the bad days from affecting your output. At the vast majority of firms, you’ll have certain KPIs to work to. That’s an approach that’s not suited to everyone and while not all organisations have the same model, people who are motivated by the idea of working to specific goals will do well here. More autonomous, freewheeling types who are set on recruitment may have to delve a little deeper to find those few businesses with a softer, more consultative approach.

Be a multi-tasker

As a job applicant it’s unlikely you’ll have used just one recruiter to help your job search and organisations are the same and will look to multiple sources for their own talent. This means that if you can move quickly and efficiently, then you’ll be able to beat your competitors. However, you’ll also have a lot to do at once and will likely be dealing with a lot of vacancies and therefore multiple companies and even more candidates. Consequently, you must be able to juggle multiple projects and tasks simultaneously. You’ll have to keep in mind the details, experience and motivators of a large number of people and this requires a lot of organisational competency. If you can master the idea of ‘less haste, more speed’ (i.e doing things quickly, but well) then you should be ok.

Obviously, there a lot more skills required to be a successful recruiter and the job requires you to have the ability to think on your feet and to back your own ability and knowledge. If you’re looking for a career in a challenging and fast-moving, but also highly rewarding, industry and want to join a successful, supportive and rapidly growing organisation, then get in touch with one of our expert consultants for a chat.

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