Hiring the right Recruitment consultant (Agency)
for your organization

What does a Recruitment consultant (Agency) do?

A recruitment consultant in a recruitment agency as for primary function is to act as a link between employers looking to hire new employees (demand) and a talent pool made of professionals or job seekers.

The consultant’s goal is to meet the needs of both the employer and the candidate in order to ensure the best possible match.

This usually mean going beyond skillset and experience required. Recruitment consultants are required to have a awareness of the employer’s business streghts, its culture, career opportunities and on the other side be aware of the candidate’s long term professional aspiration, ensuring that they’re all in sync.


Career Development

This position is similar to

HR Business Partner

Human Resources Business Partner

Senior HR Manager

Talent Manager


 
 
 
 

How to succesfully hire a Recruitment consultant (Agency)?

 
 


Create a job description with the desired competencies.

Make a list of the Competencies and Skills you are after and feature them prominently in your job offer. Basing your criteria on skills rather than experience will help you reach a larger talent pool.

Check skillset
 


Test your shortlisted candidates to check behavior fit.

Hiring assessments are great at spotting behavior traits and get an idea of how candidates will fit in your organization. They also help you to run better interviews with candidates.

Check assessments
 
 
 
 

Skillset of a Recruitment consultant (Agency)

FusionCharts will render here




★★★★ Proficient level required
 Value selling  Value Selling Solution Selling
Strategic future skill

 Talent Acquisition   Technical Recruiting Talent Acquisition Hiring Interviews Recruitment Outsourcing Sourcing Candidates Applicants Screening Recruiting Executive Search
★★★☆☆ Competent level required
 Communicating information  Asking the right questions Influencing and persuading others Active Listening Synthesizing information

 Negotiation  Leading win-win discussions Closing deals
★★☆☆☆ Advanced Beginner level required
 CRM  CRM

 Digital marketing  Digital Marketing
Strategic future skill

 Compensation & Benefits Management  Incentives Employee Pension Compensation & Benefits management

 Social media management  Social Media Marketing Linkedin Social Media Management Facebook
Strategic future skill


Tips

A skills-based approach based on the lastest market data ensures you will look for future-proof candidates

By focusing on skills, not experience, you widen the potential talent pool to a larger set of individuals

Set realistic expectations: don't loose time looking for a "unicorn candidate" and move forward to behavior assessments. Unlike behaviors, skills are easy to be taught once they are clearly identified.

Terminology

Competency

Ability to solve complex business challenges. A competency is typically made of several interconnected sub-skills.

Skill

A hard skill or technical ability required to perform a task. Skills are more fine-grained than competencies and easier to be taught.

Behavior

A set of attitudes and soft skills expected of an individual to suceed in her/his position and organization.

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Leadership Assessment
Leadership Assessment

This behavioral assessment helps to benchmark job candidates for management and leadership roles. Assess management style and ability to make tough decisions. Results available as candidates benchmark table or individual report to be share with hiring manager.

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Problem Solving Assessment
Problem Solving Assessment

Supporting the assessment of candidates on Problem Solving skills including the following behaviors: Problem identification and anticipation, working with others to solve issues, making fact-based decision and solution implementation.

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