| Recruiting is a highly competitive sport. All external | | | | Silver: You are a trusted advisor and are regarded as |
| recruiters reach for the top, hoping to become finally | | | | a preferred supplier. Though you may be on a panel, |
| recognized as a Gold Recruiter. | | | | you tend to be used for specific functional roles e.g. |
| Recruiting is probably not much of a team sport, based | | | | Sales, IT or Finance. You get regular business from the |
| on my observations from a corporate HR desk. | | | | client. Racing is much faster and harder, as you try and |
| Perhaps it is a function of the general reward system, | | | | improve your times for the one-mile. |
| with commissions linked to placement. Perform well | | | | Gold: Well done. You are the only external recruiter in |
| and you get paid well. | | | | the business. The model could be an outsourced |
| The competition suggests there are a lot of recruiters. | | | | service provider, or you have finally succeeded to be |
| Entry levels are relatively low. This is evident from the | | | | the only external recruiter in the business. No more |
| varied background, which I don't believe is necessarily | | | | sales calls, just serious business as you source great |
| a bad thing. Though I do wonder sometimes about the | | | | talent for your client. And you are running the prime 100 |
| core competency, which I would see as assessment | | | | meter race in record time! |
| skills, rather than sales skills. | | | | A few observations. |
| So what makes you a Gold Recruiter? | | | | I am always amazed why any company would play |
| Using our sport analogy, it may be worthwhile to apply | | | | lotto with the important function of recruitment. Imagine |
| an Olympics ranking. For clarification purposes, this | | | | you are telling the MD: "We decided to buy your travel |
| ranking refers to your relationship with a specific | | | | ticket over the Internet and you are flying to the |
| company, rather than your overall rating, which may be | | | | Olympics on this unknown airline, but we have no idea |
| determined by your client base, your track record, your | | | | whether you will get there on time". Talk about a |
| size of business and various other factors. | | | | career-limiting move! |
| Qualifier: You are a contingent recruiter, chasing jobs | | | | There is a huge business cost in dealing with a large |
| and trying to match candidates with companies. Often | | | | number of recruiters. In one of my previous companies, |
| at this level you are getting the tough assignments as | | | | we were dealing with more than twenty recruiting |
| companies may test your ability to fill difficult roles. | | | | companies! Every week I would meet with a recruiter, |
| There is a lot of churn at this level. From a sport | | | | either updating them on the business, or worse, having |
| perspective, this is the equivalent of racewalking. | | | | to explain the business to a new recruiter. Only one |
| Everyone thinks they can do it, but it is hard work. | | | | recruiter was willing to invest a full day to travel to |
| Bronze: You have started a relationship with a | | | | some manufacturing sites to see how we make |
| company and have a retained assignment. Once you | | | | carpet. |
| have done a few placements you may move up to | | | | Every recruiter should strive for at least one Gold |
| the next level. But you are only as good as your last | | | | medal, and if you are really competitive, once you |
| assignment. As you are running a marathon, you need | | | | have achieved the top, you will treasure the |
| to run from water point to water point, making sure | | | | satisfaction of being truly a business partner, working |
| you pace yourself. | | | | hard to achieve your next Gold! |