What does a good recruiter do

Professional profile of personnel consultant

When is a personnel consultancy a good personnel consultancy?

There are certainly many different perspectives and opinions here. With my 10 years of experience in the personnel consultancy industry, I have seen and experienced a lot, says Tobias Schmidt, Managing Director of Prokontex GmbH - HR Consulting. My point of view is certainly subjective, but definitely interesting for many.

WHAT EXACTLY IS A HR ADVISOR?

Or are you more of a HR consultant, recruiter or aHeadhunters?

I've always considered myselfHR consultant felt. Therefore I would like to explain my definition here, explains Tobias Schmidt.

GOOD HR ADVISORS ARE LISTENING TO!

A fact that only a few have understood and are actually able to implement. Do you tend to tell customers and applicants more about yourself, especially at the beginning of your career, and you are happy about every keyword for which you have your own experience, opinion or at least interpretation. For one believes that one has to be omniscient. How else can you recruit in a targeted and effective manner ?!
Absolute nonsense! The key to being or becoming a good personnel consultant (recruiter) is simply listening, understanding and feeling. Yes, feel too!

Experienced consultants will be able to confirm this. Because after active and patient listening, the question and answer session comes. Short, to-the-point questions helpHR consultantto develop a feeling for the applicant, the company and the vacancy. And then suddenly it is there! The feeling and the absolute security: "I will fill the position! ”And from experience I can say: You will occupy. For one it takes a little longer, for the other, success is likely to set in after the first few weeks.

However, this feeling does not come to everyone! Not everyone who wants can can. Good consultants have talent and a fine perception. Once this feeling has developed, the job almost runs by itself and is incredibly fun. Time horizon: Estimated from one year.

FROM PROFESSION TO VOCATION "

I also know this feeling from myself and from colleagues, from my own circle of acquaintances and / or from countless interviewsHR consultants, explains the Prokontex managing director. Once you have understood and internalized the meaning of your actions and actions, it is difficult to imagine any other activity. So when the job becomes a calling, you have arrived and you are well on your way to doing a good job every day.

PERSONNEL CONSULTING AS A SPREADBOARD INTO HR MANAGEMENT

Personnel consulting as a springboard - certainly one of the main motivations for graduates in business psychology, business administration and / or other business training with the degree in their pocket to take on the job as a personnel consultant. A good plan indeed, and most get it. Bite through and persevere is the motto here! Hence my tip: Just let it be and accept the job. What should happen? In the "worst" case, you enjoy the job and you stay. In reality, however, the "battle" for customers and the constant pressure to (success) ensure that ex-HR consultants tend to have a negative attitude towards theHR consulting industry develop. Once you are out of the consulting industry and into the HR department, you rarely look for the way back. These contact persons are then always our "dearest" ones and a real challenge that we are used to facing and that we are happy to face. Sooner or later, many companies like to fall back on the services of our industry, so that at the end of the day they somehow can't get past us. At least with certain vacancies, HR consultants are simply important and provide clear support for the internal departments!

HR CONSULTANTS KNOW THEIR WORLD!

Good recruiter know their way around when it comes to howFormulated job advertisements and where they must be placed; which titles work and which don't, in order to appeal to the desired candidates. If this is unsuccessful, then knowHR consultant also where to look to find suitable candidates for the vacancies and how to target them.

WHY ARE HR SERVICE PROVIDERS SO EFFECTIVE?

But where does this know-how come from and why should "external parties" possibly be more likely to fill vacancies in the company than the internal HR department?

The answer to this question is simple: sales,targeted recruitmentRecruiting and ultimately bringing the right candidate together with the right company, while the entire process is designed as lean and efficient as possible, are the basis of the business model of personnel service providers and consultancies. Often companies simply lack the capacities and resources to cover this area completely independently and to be able to handle it 100%, since often not only recruiting, but also other topics are at the top of the to-do list of the HR departments. This is where outside help comes in handy.

Of course, it should also be said at this point that we do not have a 100% occupation rate, continues Tobias Schmidt. Even if we always do our best, at the end of the day the chemistry between the applicant and the company has to be right. Just looking at the résumé and checking all the basic and key data is not enough here.

WHAT DOES A HR ADVISOR DO?

Simply put: sales!

On the one hand, we are professionals in sales, ideally positioned and trained in the area of ​​acquisition, because we have to assert ourselves in an absolutely unbelievably overcrowded market. A good and successful HR consultant always thinks about going into business for himself, and with a little courage, many can do that too. But also experienced salespeople, people from the trade and / or well networked and experienced employees from other areas swim in this "shark tank"!

ONLY THE BEST RECRUITORS MAKE IT!

Therefore only the best assert themselves with us! True to the motto "No orders, no sales", sales are essential and necessary if you want to be successful in the job of a personnel consultant and get your share of the cake. Once you've made it and received an order, the real work begins. The customer's requirements must be recorded and worked out in such a way that we can work with them and have a clear overview of the position and the company.

The best way to do this is to have a personal meeting with the customer on site. At this appointment, you take advantage of the opportunity and take a close look at who is meeting you in the corridor, who is sitting at the reception, how the contact persons behave, how they look and what they are saying. Every little thing has to be registered in order to develop positive arguments for the presentation of the customer to the applicant.

A LARGE, WELL-MAINTAINED APPLICATION DATABASE IS CRUCIAL TO SUCCESS.

Once you have understood the position and the company, you start looking for suitable applicants. We mainly use our own applicant database, which is growing every day and which we fill with new and interesting profiles. So if you find exciting profiles, you have to convince. Here you use your collected arguments to present the company and the position in an interesting way. We always adhere to our principle: We don't lie! We emphasize more and less strongly, get involved with the applicant, but always remain authentic and truthful.

In the best case, the applicant fits the requirements and we send the CV to our customer. We will write a short cover letter in which we reflect our impression and why this candidate is a perfect match for our client. In addition to technical knowledge, we also look at personal strengths. A good personnel consultant also formulates small weaknesses in order to give the customer the best possible impression. If everything fits, there will be an interview and, ideally, a placement - PLACEMENT! Go on!

Finally, Prokontex managing director Tobias Schmidt defines a good HR consultant from his point of view:

  • HR ADVISORS LISTEN

  • HR ADVISORS ASK FOR

  • HR ADVISORS ARE AUTHENTIC AND HONEST

  • HR ADVISORS HAVE FUN WITH THEIR WORK

  • HR ADVISORS ARE SMART AND FAST

  • HR ADVISORS ARE GOOD PARTNERS

  • HR ADVISORS ARE AN IMPORTANT PART OF OUR FUNCTIONING ECONOMY