9. The Competencies of a Recruitment Consultant – Development of others

This blog is written to aid both managers when recruiting and appraising staff and for consultants in the recruitment industry, so that they can determine their own level of competence in what they do.

This is the 9th post in a series of twelve. For the links to previous competencies that I’ve already covered, please find them at the end.

9. Development of Others

It doesn’t matter what role you’re developing someone for, there are some basic principles that make it a much more enjoyable experience for all. Last week’s post was about ‘Team Priorities‘ and that is very relevant to this topic. Making sure that everyone is working to their best ability and is working towards achieving the goals and aspirations of the company as a whole as well as the individuals within it, makes for a great place to work – believe me, I’ve worked at such places.

This isn’t just down to the manager (or the Training Consultant if you’re lucky enough to have one in your company), but the responsibility of everyone. After completing their probationary appraisal, one of the great opportunities for discussion is to focus on their strengths and how the rest of the team could benefit from their skills and knowledge. Everyone has something to contribute.

3 Simple Principles

1. Many successful people can’t always understand when they are developing other at to why they “just don’t get it!” Remember that other people do not learn at the same rate, or in the same way as you do.

2. “Nine times the message”. This is a phrase that has stuck with me throughout my 27 years of training others… it can take 9 times for it to sink it, when someone is learning something new. So, just because “I’ve already told you twice”, don’t expect that to be enough.

3. Tell, Show, Do, Review. A very simple adage when creating a training plan. By explaining what they are going to do, then showing them exactly what you expect in terms of quality and activity, then letting them have a go themselves before you review it, you can quickly give someone the confidence to tackle something new. This process also helps in covering 4 out of the ‘9 times above’ and with two more opportunities to ‘Do, Review’ to make sure that they’ve got it, then you can quite quickly help someone to understand something new.

Purpose: – The purpose for a recruitment consultant when developing others is to prepare for a training / coaching session after having established the business need. Then, to deliver it in an appropriate fashion for the individual concerned.

     

1. Tell me about a time when you have had the responsibility of training someone;

• How did you identify that they needed training?
• What were the steps that you took before the training session?
• How did you let the person know that they needed training?

  2.  Describe a training session that you have designed and delivered;

• What preparation did you do?
• How did you decide on the content?
• How did you measure the success of your training?

      3. In what way would you describe your training / coaching style?

• How do you like to deliver training or coaching sessions?
• In what way do you adjust your style?
• Why would you consciously change your style?

High level of competence shown: –

• Encourages others to take responsibility for their own development
• Ensures that the training is directly related to the needs of the business
• Recognises that ongoing development of the individual is important

Each week I’m tackling a new competency and I will follow the same format of purpose, questions and three examples of what a high level of that competency would look like.

For the original post with a snapshot of all of the competencies, click here – The Key Competencies of a Recruitment Consultant.

1. The Competencies of a Recruitment Consultant – Planning
2. The Competencies of a Recruitment Consultant – Monitoring
3. The Competencies of a Recruitment Consultant – Analysing
4. The Competencies of a Recruitment Consultant – Sales opportunities
5. The Competencies of a Recruitment Consultant – Meeting Goals
6. The Competencies of a Recruitment Consultant – Building Profitability
7. The Competencies of a Recruitment Consultant – Communication
8. The Competencies of a Recruitment Consultant – Team Priorities

Angela Cripps, Connemara UK

http://www.connemarauk.co.uk

8. The Competencies of a Recruitment Consultant – Team Priorities

This blog is written to aid both managers when recruiting and appraising staff and for consultants in the recruitment industry, so that they can determine their own level of competence in what they do.

This is the 8th post in a series of twelve. For the links to previous competencies that I’ve already covered, please find them at the end.

8. Team Priorities

Recruitment consultants are often described as ‘islands’ and can be seen as selfish. It’s important that you appreciate that you are part of a wider team’s performance and especially that of the company as a whole. We all need to be able to support each other to achieve the long-term goals.

If you have very successful people in your company, then ask them for a half hour masterclass on their favourite topic. A bit of flattery always helps, but the key here is to take copious notes and see whether their techniques would work for you. You must be willing to do this for others though and especially new people joining your organisation. If your company doesn’t already organise this for new starters, then make the suggestion to you line manager.

Purpose: – The purpose for a recruitment consultant is to ensure that the teams business priorities are at the forefront of any actions.  Appreciate that you are part of a wider teams performance and that it is critical others can assist you immediately or you them, when required.

      1. Explain to me about some of the ways you work within your team to ensure its success:

• What specifically do you do?
• How do you decide on what takes priority – your teams or your own work?
• What are the things that impact on your motivation most?

  2.  Describe to me about some of the best teams that you have worked with:

• What specifically made them good teams?
• What part did you play in their success?
• What learning from these teams do you continue to apply?

      3. Tell me about a crisis or unplanned event that happened  and the response of the team really impressed you?

• What made this incident a real crisis?
• What were your first thoughts?
• What specifically were you able to do to contribute to resolving the event?

High level of competence shown: –

• Appreciates the need for a broader approach to business development encompassing the goals of the whole business
• Is able to identify needs within the team and react accordingly through sharing information / knowledge
• Appreciates the importance of the customers’ perception of the team’s business

Each week I’m tackling a new competency and I will follow the same format of purpose, questions and three examples of what a high level of that competency would look like.

For the original post with a snapshot of all of the competencies I will be covering this summer, click here – The Key Competencies of a Recruitment Consultant.

1. The Competencies of a Recruitment Consultant – Planning
2. The Competencies of a Recruitment Consultant – Monitoring
3. The Competencies of a Recruitment Consultant – Analysing
4. The Competencies of a Recruitment Consultant – Sales opportunities
5. The Competencies of a Recruitment Consultant – Meeting Goals
6. The Competencies of a Recruitment Consultant – Building Profitability
7. The Competencies of a Recruitment Consultant – Communication

Angela Cripps, Connemara UK

http://www.connemarauk.co.uk

7. The Competencies of a Recruitment Consultant – Communication

 

This blog is written to aid both managers when recruiting and appraising staff and consultants in the recruitment industry, so that they can determine their own level of competence in what they do.

This is the 7th post in a series of twelve. For the links to previous competencies that I’ve already covered, please find them at the end.

7. Communication

The definition of communication in the dictionary is as follows: – the imparting or exchanging of information or news. Also, a letter or a message containing such information or news. It comes from the Latin where the verb ‘communicare’ means to share.

So, we’re looking at verbal, non-verbal and written communication, which recruitment consultants do for the majority of their working hours.

I’ve written 2 other blogs on communication within recruitment: –  Communication – the cornerstone to recruitment and Communication within Sales if you want even more information.

Purpose: – The purpose for a recruitment consultant is to operate with a style of regular and relevant communication, whilst remaining conscious of adapting their style to others, to ensure that the message is understood.

1.    Tell me what the term communication means to you:

a)    Why is it important?

b)    What are the most important things to consider when communicating?

c)    How do you manage to keep in regular contact with your customers?

2.    Give an example of a recent time when you have had to communicate something, that was difficult or complicated to get across:

a)    What was the message?

b)    Who were you communicating to?

c)    How did you go about it?

d)    What was the outcome?

3.    How do you adapt your style of communication?

a)    Give me some specific examples of your adapted styles?

b)    How has your style developed over time?

c)    Where do you still need to develop within the area of communication?

 High level of competence shown: –

• Stays focussed on the outcome of the communication, whilst remaining sensitive to others responses
• Elevates communication to higher levels through creating rapport in verbal, non verbal and written communication
• Ensures the message is made clearer by utilising force of their own personality

Each week I’m tackling a new competency and I will follow the same format of purpose, questions and three examples of what a high level of that competency would look like.

For the original post with a snapshot of all of the competencies I will be covering this summer, click here – The Key Competencies of a Recruitment Consultant.

1. The Competencies of a Recruitment Consultant – Planning
2. The Competencies of a Recruitment Consultant – Monitoring
3. The Competencies of a Recruitment Consultant – Analysing
4. The Competencies of a Recruitment Consultant – Sales opportunities
5. The Competencies of a Recruitment Consultant – Meeting Goals
6. The Competencies of a Recruitment Consultant – Building Profitability

Angela Cripps, Connemara UK

6. The Competencies of a Recruitment Consultant – Building Profitability

 

This blog is written to aid both managers when recruiting and appraising staff and consultants in the recruitment industry, so that they can determine their own level of competence in what they do.

This is the 6th post in a series of twelve. For the links to previous competencies that I’ve already covered, please find them at the end.

6. Building Profitability

‘Profit’ equates to ‘total revenue minus expenses’. 

Anyone can do business if you are ‘giving it away’ or ‘buying your business’. Making sure that the deal that you strike is profitable for you and your company, whilst making sure that the candidate gets the market rate, all whilst being sensitive to the client’s costs, is a key attribute of the ‘consultative consultant’. 

So the question is: – what are you doing to increase the revenue and reduce the expenses, whilst making sure that everyone involved is getting a good service and feels that they have ‘value for money’?

Purpose: – The purpose for a recruitment consultant is to seek to maximise profitability of business by gaining absolute clarity on the customer’s needs and aim to deliver solutions that add real value in terms of speed and quality.

1.    Tell me about the types of situations you have been involved in, which required you to negotiate:

a)    What are the key stages of negotiating from your perspective?

b)    How would you describe a successful outcome in a negotiation?

c)    What’s most important to you when negotiating with a customer?

2.    Describe a recent situation where your involvement successfully increased profitability for your business:

a)    How did you approach it?

b)    What specifically did you do to ensure success?

c)    What did you do to get best value?

d)    What did you learn from this experience?

3.    How would you describe the style you use when negotiating:

a)    How do you show belief in your service?

b)    How do you influence the customer that they are getting value?

c)    Why do you believe that the customer should buy from you?

High level of competence shown: –

• Ensures that the relationship is mutually profitable by offering realistic solutions to the customer
• Uses external market information to influence in the negotiation
• Builds long term profitability by leaving the customer in no doubt that they are getting true value

Each week I’m tackling a new competency and I will follow the same format of purpose, questions and three examples of what a high level of that competency would look like.

For the original post with a snapshot of all of the competencies I will be covering this summer, click here – The Key Competencies of a Recruitment Consultant.

1. The Competencies of a Recruitment Consultant – Planning
2. The Competencies of a Recruitment Consultant – Monitoring
3. The Competencies of a Recruitment Consultant – Analysing
4. The Competencies of a Recruitment Consultant – Sales opportunities
5. The Competencies of a Recruitment Consultant – Meeting Goals

 Angela Cripps, Connemara UK