11. The Competencies of a Recruitment Consultant – Maintaining a high level of business performance

11. The Competencies of a Recruitment Consultant – Maintaining a high level of business performance

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

This is the 11th post in a series of twelve. For the links to previous competencies that I’ve already covered, please find them at the end of this post.

11. Maintaining a high level of business performance

When working in recruitment, it is likely that your company will have minimum acceptable standards (MAS) in relation to the way you behave, activities that you need to perform, as well as the results expected. This is the baseline to which targets will then be set.

As a sales person, you shouldn’t be happy with just achieving your target and you certainly shouldn’t be happy with just being above the minimum. You should always be enhancing the targets (stretch targets) for your own higher personal standards. Don’t accept the minimum – always try to stretch yourself and do better than before. Great consultants want to be the best.

 

Purpose: – The purpose for a recruitment consultant is to have the ability to operate independently of others with high personal standards.  They should be constantly looking to learn and stretch themselves against business targets.

 

1.  Tell me about a time when you have had to set your own standards?

a)    What standards did you set?

b)    What areas did you consider when setting the standards?

c)    What impact did the standards have on your business and/or relationships

2.  Describe a situation whereby you have been extremely successful in something:

a)    What was the situation?

b)    How specifically did you achieve the success?

c)    What did you learn from the experience?

3.  Explain in what way you have been a role model to others:

a)    How did you set an example to others?

b)    What impact did you have on others as a result of setting the example?

c)    What was others perception of you as a role model?

 

High level of competence shown: –

• Recognises the need that to maintain a high level of performance requires identification and action of their own personal developmental needs
• Recognises the importance of role modelling within the business
• Appreciates that own performance depends on that of others and operates with this in mind, to maintain high standards throughout the business
• Constantly strives to achieve more than what is expected

Sir Clive Woodward talks about T-CUP. Thinking Correctly Under Pressure. (Watch the 2004 Mens Synchronised diving championship final). When the going gets tough, what training have you had to already prepare for the unexpected. Maintaining your performance whatever, is a highly competent recruitment consultant.

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 that have been covered 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
8. The Competencies of a Recruitment Consultant – Team Priorities
9. The Competencies of a Recruitment Consultant – Development of others
10. The Competencies of a Recruitment Consultant – Client Relationship

Angela Cripps, Connemara UK

http://www.connemarauk.com