Which Type of Recruitment is Best for You?
It’s easy for the uninitiated to see recruitment as a one-size-fits-all industry. This couldn’t be any further from the truth.
There’s a whole host of different branches of recruitment, all of which offer their own unique working experience.
So many candidates walk into the industry blind and aren’t necessarily suited for the role which they’re being offered. This poses a problem. If you’re not suited to the branch of recruitment you’re working in, your entire experience of the industry can be tainted. You can be unsuccessful in an industry which, with a little direction, you could thrive in.
So, which type of recruitment is best for you?
Whether you’re a recruiter not enjoying your current surroundings or a grad considering their options, we’ve got a little advice for you.
Here, we’ll go through some of the most common types of recruitment to help you find the right path.
Agency recruitment is the most common type of recruitment you’ll find. Often, if you’re applying for a standard ‘recruitment consultant’ role, this is where you’ll be heading.
If you find yourself a reputable agency, you’ll be immersing yourself in a specialist market to help candidates within your field find a job. There are a whole host of variations which you can find within agency recruitment. We’ll delve into these and explain some of the subtle and not so subtle differences.
Permanent recruitment does what it says on the tin. You’re looking for candidates to join your client on a permanent basis. As a result, there are some important aspects to remember.
Company culture, values and how your candidate will fit in with this are just as important as package and location. Recruiting on a permanent basis requires a real consultative approach, you need to get under the skin of what both client and candidate want.
Depending on the buoyancy of your market, permanent recruitment can be a slow burner at times. If the right candidate isn’t out there, you’ll need to get on LinkedIn and start reaching out to passive candidates – which is a skill in itself.
However difficult or slow the process may seem to be taking at times, you can’t neglect to consider that you’re helping people make serious life choices, sometimes it just can’t be rushed.
Contract consultants have a higher paced job. Here you’ll be looking for candidates to work on a strictly short term basis.
Herein lies a few unexpected benefits. Contractors don’t want to be out of work for long, they need to be in regular employment to make ends meet – this makes selling a position a lot more straightforward. Moreover, if a contractor doesn’t necessarily enjoy the role, it’s only temporary (within reason – some contracts can be up to a number of years in length).
The gift of a gab and knack for persuasion is key here. This type of recruitment is often stereotyped as Del Boys in pin striped suits. Whether the stereotype is fair or not, we’ll leave that one up to you to decide.
A Little Note on Commission
Depending on your agency’s commission structure, the way you’ll receive commission in contract and permanent recruitment differs greatly.
Generally, in permanent recruitment you’ll be paid a percentage of the amount you bill. If you don’t bill, you won’t get a commission payment. In contract recruitment, you’ll be paid a monthly figure for the candidates you currently have employed in temporary work. These will be far smaller payments but will mean that even if you didn’t place someone that month, you’ll likely be paid.
It’s worth remembering, not every agency works like this and it’s always best to find out what your employer’s commission structure is before making any assumptions.
360 Degree Recruitment
This is where the highest earners in the market earn their crust.
360 degree recruitment can fit into any number of branches or markets in recruitment. Essentially, you’re in control of the whole process, from start to finish.
You’ll be calling prospective clients to get them on your books and hunting down vacancies, as well as finding the right candidates to fill them. Here you’ll be the sole face of the relationship you have with clients and candidates – it’s practically your own business but without the risks of going alone.
Some recruiters are up to the task but others can find it deeply challenging.
Working in executive search requires a far softer hand than simple agency recruitment. In this position you’ll be expected to seek out and recruit high-level, senior candidates into new positions, typically on £150k+.
This type of recruitment suits those wanting to build a career more in line with working in management consultancy or financial services. This is a route for those who have excellent academic qualifications due to the senior level candidates you will be dealing with.
As a result of the level of candidates you’ll be dealing with, you’ll need to be able to walk the walk as well as talk the talk. There’s no hiding with this one, you must know your market inside out. You’ll also likely be dealing with mainly passive candidates, meaning your rapport building skills will need to be spot on.
A gift of the gab isn’t enough with executive search, you’ll require unbeatable interpersonal skills and the ability to build relationships at ease. This can be a very slow moving role at times, but the commission payouts can be eye-watering.
Often, we notice senior recruiters considering the move into executive search when they reach a certain level of experience – it can be a natural progression opportunity for those who want to remove themselves from the fast-paced sales floor environment.
If you hate the idea of cold calling, this type of recruitment will suit you.
Account management involves liaising with consultants to better understand what roles are in your market and going on to specialise in building relationships with candidates who are best suited for each role.
In general, account managers have a larger base salary with fixed bonuses for each candidate successfully delivered.
Rec 2 Rec
Recruiting recruiters can be tricky for some. This isn’t a sector for those who want to blag their way through the industry. This is for those who can perfectly marry up a candidate’s wants and needs with that of an agency.
There are so many different types of agencies, markets and sectors in recruitment that you’ll need to have your finger on the pulse of the industry to really succeed.
Essentially, working in Rec 2 Rec is about understanding personalities and desires of those you’re working with. Once you’ve got a handle of that, you’ll be able to find a position which perfectly complements each individual.
Guidance, advice and value is key to the role. You’ll need to give flawless advice on interviews, commission and company culture to ensure each placement is a success. Remember, you’re dealing with recruiters, fluff and waffling doesn’t cut it here.
In-house recruitment is a world apart from the role of an agency recruiter. Working in-house, you’ll need to seriously buy in to the culture and values of a company.
Essentially, you’ll be working for a company and looking for the ideal candidates to bring into the workforce. Building relationships is essential with this position, you’ll actually be working with the candidates you successfully place. This adds an additional pressure for getting it right first time. Your perceived ability in the role will ultimately rely upon the quality of your hires – not your billings.
What if Recruitment isn’t the Answer?
If you clicked onto this article to find a new avenue to explore in recruitment but can’t find anything which sounds quite right, it’s not over for you just yet.
Many recruiters who have the aptitude to succeed but don’t necessarily enjoy the industry may be better suited to a career in sales.
Don’t get us wrong, there are plenty of similarities to recruitment. The perks, commission, incentives and promise of uncapped earnings are all attractive options which remain open to you. The difference is that with sales you are selling a product or service as opposed to an opportunity. For some, this becomes a far more comfortable proposition.
If you’d like to have a conversation about taking the step from recruitment to sales, we can help you. Get in touch today and we’ll happily give you advice and guidance on the best route for you.
Helping You Take the Next Step
Whichever route you’d like to take, we can help you get there. We only work with the very best clients and candidates across all sectors of recruitment and sales.
If you’ve got what it takes to succeed in the industry, we know how to get you there. Submit your CV below and we’ll be in touch, alternatively have a browse of our job board to get a feel for the type of roles we currently have on offer.