Skills for recruitment consultancy
This will depend on the market segment you choose and the consultant's profile should match the specialism. Consultants focusing on sales will fit the Influencer in the Lowe Career Profiler. IT specialism will fit the Analyst. Design specialism will suit the Creative and the Supporter will cover an extensive range of operational functions.
Employment agency, recruitment consultancy and headhunting all refer to a similar activity.
Employment agency normally refers to the sourcing of more junior candidates and headhunting concentrates on the executive segment of the market. Recruitment consultancy is a generic term bridging all segments and the one I shall commonly use here.
The consultancy will obtain its fees for permanent staff introduction by charging a percentage ranging from 10–30% of the annual salary. The fee is charged on a contingency basis meaning success only. Headhunting is charged on an assignment basis split into three tranches. The first tranche is payable to initiate the search, the second is charged at the shortlisting stage and the third when an appointment has been made.
Temporary staff are introduced on a short-term, interim or contractual bases and the consultancy will pay the candidate on behalf of their client and charge additionally as their project margin.
Headhunters will research the market for suitable candidates and initiate a direct approach to those fitting their profile whilst the contingency method normally involves interrogating a database and placing advertisement on job boards.
Recruitment consultants will focus on vertical market and use this specialism and expertise when marketing their skills to new clients. Recruitment consultancy is highly influenced by technology and new media, which is having a depersonalising influence on the selection process. Face-to-face interviews are less common and where technical skills are the dominant prerequisite for the role, consultants will tender CVs without meeting the candidate. Emails are the normal communication channel between both parties and recruitment consultancy is developing into a more depersonalised activity where the focus on the task supersedes the focus on the culture.
The endemic short-termism and the corporate influence of globalisation have led to a concentration on technical skills being the prerequisite for most job descriptions.
Their new modus operandi means today's consultant will need to be an expert at exploiting all the media channels to source quality candidates.