Notes

Learning the Ropes in an IT Recruitment Agency
The recruitment field is considered by some to become a cut-throat business. Some also point out that recruiters don't care who they recruit as long as they recruit. Some may say recruitment agencies certainly are a waste.
I was pondering this stuff on the day I started my work placement at Jenrick CPI in Walton-on-Thames. I'm a bookish scholar and I've been hunting for a summer job in 'the real world', so on the the following month I'll be working and learning the ropes as a resourcer using the IT recruitment team. As I'm an writer I've chose to keep an online diary of sorts, recording time here week by week, to attempt to provide a frank impression of my day-to-day experiences.
My first day was pretty nerve-wracking. I had no idea what to prepare for. After a quick whip-round of introductions my colleagues were happy will be able to get stuck straight in, and my first task was to call people on our database whose CVs hadn't been upgraded in a long time and order an updated copy. find more was initially horrified. Would individuals conversely with the phone think I was pestering them? Might they hang up the phone on me? It was patiently taught me that it was essential we've up-to-date records on our database in any other case we can't find all of the possible candidates who could be well suited for a job.
But these kinds of brief phone contact, which I imagine many people keep company with recruitment agencies, only agreed to be the end with the iceberg. What has become increasingly apparent is all of the effort that goes on behind the scenes here.
Having an up-to-date database makes our job incalculably smoother. But that's barely first: the first concrete stage of recruitment, which most candidates do not see, happens when we receive a job specification from a business trying to recruit. Usually at least ten agencies will receive this same job spec, and the consultants' jobs to come up with the goods - often inside a limited timeframe (one client I've been working with soon provides us only one day!) and most in the time only three with the best CVs could be submitted by an agency for one role. From here it's actually a race against time and energy to get the best unique candidates.
The next stage I was taught is how you can find these perfect candidates. The first step is looking through our personal internal databases. However, sometimes whenever a client seeks a very specialised candidate or when we need to open the ability to numerous others as you can, we widen our search to external sources such as the job boards online. We will post an advert for that role, that job-seekers can put on, and that we manually search (sometimes frantically, given a very tight deadline!) for suitable applicants on websites like these too. I was getting involved almost immediately in the fervour of finding eligible candidates.
From there we now have to filter down the CVs to get the most relevant and suitable people for your role, from potentially hundreds as a result of just a couple of. I've been shown the way to match requirements from your job specification ("Java", "clinical trials") towards the content of a person's CV. It's often incredibly tough to whittle along the candidates, so when matching we consider areas like level and relevance of experience, along with the candidates' own demands of salary and site. It can be a long and arduous process searching relentlessly through the job boards, trying different search criteria so that they can find candidates of the calibre our clients require.
Once this can be completed, we contact our potential candidates. This will be the first they hear about our are employed in finding them employment, and we have to hope other recruitment agencies haven't contacted them first. Our consultants will describe the role and further appraise the candidates' availability and suitability, checking that this candidates will be happy in the position. It may be frustrating whenever we find that a great candidate is not really intended for work, or that this job ends up being unsuitable on their behalf, that is the type from the recruitment industry.
Eventually, after sorting out all the final details, we send over 2-3 from the final candidates for our clients to think about. The danger is the fact that other recruitment agencies are submitting exactly the same candidates. Sometimes of the question for submitting candidates to big clients might be as low as quarter-hour, so it always contains the thrilling.
This process takes place all ahead of the candidates are invited for their first interview, and also by then it is beyond our hands. And far from the negative impression floating around about recruitment, I've been finding that the environment is usually productive and energetic. Most of my colleagues have been in the company for decades, and I've never seen a lot of smiling people at 9AM before. Despite having only been here weekly I've already found a sense pride inside consultants here, within the work that they accomplish along with individuals that they can serve.
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