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78jitong.......................................................... 高三李五七弓长,三赵九刘七大王,阎吴谢孙崔氏双,柴米余侯箩万堂, 毛邓陈宋任申杭,曾肖徐翁程董梁,储曲祁解韦国强,男女七十学跟党。

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2016年月日 - 78jitong - 元旦快乐

The Skills Chasms of A Trainee Recruiter

In this series, professionals discuss how to reach the next level in your career. Read the posts here, then write your own (use #SkillsGap in the body).

I have been reading a few of these #skillsgap articles recently, so I thought that I would write a couple of them about the challenges that new entrants to our profession face. This is not simply an article about recent grads – many people come into recruitment from successful careers in industry.

Introducing and encouraging fresh talent is crucial for the health of any industry, but the somewhat unforgiving nature of recruitment means that concentrating on addressing the initial skills “chasm” will help any individual get over the initial bumpy ride as smoothly as possible.

Success in recruitment entails finding the right fit for both candidate and client – if someone doesn’t have the tools to do that consistently, they will flounder at the first signs of difficulty. The difficult thing about recruitment is that no one role plays out the same way, and without the benefit of years of experience, it is sometimes difficult to understand how best to solve the various problems.

That is where training (and teamwork) comes in, and those are two things that we take very seriously at LMA. On their first day, new starters wide-eyed and just a little apprehensive, but after three months, they are out there making a difference with everyone else.

Rather than write a boring article about our training programme, I thought that in this article, I would contemplate a couple of the priorities from our clients’ perspective. The next article will, of course, be dedicated to our candidates. I believe that when you view your business from the eyes of your customers, you have a far better chance of delighting them.

A client has to ensure that we understand their business and the profile of the person they are looking for. There is no point giving a brief about a crucial role if the consultant is merely nodding politely and not understanding a word. A consultant’s listening skills need to be top notch.

The recruiter has to be adept at managing a complex process with multiple stakeholders and challenging timescales. They need to retain the “helicopter view” of the process and they are ultimately responsible for its successful conclusion. Cutting edge communication skills are at the forefront of our training in the early weeks.

Recruiters only add value to a client when they are able to maximise the value of their networks. New starters need to learn to collaborate with their colleagues and work together to find the best possible solution. In the age of high-tech “social recruiting”, you would be surprised about how many of the best candidates still come through word of mouth recommendations.

 New recruiters sometimes have to consider the requirement for selfless honesty and unquestionable integrity, even if it means them turning down the opportunity for some commission. Attempting to send a square peg over to fit a round hole, or trying a paper over some of the cracks in a candidate’s submission will never end well. When we are honest with our clients, we usually get there in the end.

These are just a few of the challenges that a “newbie” recruiter faces in their dealings with clients. The list is far from complete, so I am sure that you can suggest a few more!

 
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