|2013 Grads Associate Recruitment Consultant||London, South West||£20,000 to £23,000 + benefits + OTE|
|Business Development- Asset Management- London||London||£20,000 + OTE|
|January Start -Graduate Medical Recruitment Consultant||London||£18 to 22k + benefits + OTE|
|Graduate Recruiter, £22,000 and Commission, January Start||London, Nationwide||£22,000 depending on experience + OTE|
|Calling All Grads - Oil and Gas Recruitment Consultant - X30||London, Scotland, Rest of World (excl. Europe)||£18,000 to £20,000 + benefits + OTE|
|Junior Sales Executive - Digital Technology||London||£20000.00 to £25000.00 per annum negotiable depending on experience + Bonus|
|PageGroup Term-Time Paid Internship||Nationwide||£9 per hour|
|Boutique IT Recruitment Firm Hiring Now - Immediate Start!||London, Nationwide, Rest of World (excl. Europe)||£22000 negotiable depending on experience + benefits + OTE|
|Trainee Account Managers - Global Travel Software||London, South East, South West||£20,000 + benefits + OTE|
|Trainee Recruitment Consultant - 20k||London||£20k per year + Commission|
Ranked 15 of 40 sectors
The popularity index ranks the sectors graduates chose most frequently during registration since 2000.
Average salary for jobs in Recruitment compared to the average salary for all jobs posted to graduate-jobs.com
Recruitment is one of the few sectors that graduates already possess many of the skills required for the role. This is not because it is an easy sector. Quite the opposite, Recruitment is extremely competitive but graduates often exploit skills gained at university and extracurricular activities to improve their chances when they apply.
Recruitment can be one of two things. Either graduates work in a Recruitment agency and are outsourced by companies to find them the perfect candidate or they work in the bigger companies attracting or headhunting applicants for top roles. Graduates tend to begin in the Recruitment agencies and can make a successful rewarding career relatively quickly.
Graduates wanting to go into Recruitment need to combine a series of skills, some that will have been picked up at university or in previous employment. Roles like Trainee Recruitment Consultants require candidates to master skills in sales, marketing and maintain a target focused attitude. However like other fast paced jobs, if you put the work in you are rewarded.
The main responsibility of Recruitment consultants is finding and matching applicants on their database or in the working world, and putting them forward for roles that they think would be suitable. Recruitment consultants have to juggle recognising skills and experience with understanding a potential candidate's desires and career direction. Graduates must demonstrate that they have an understanding of people, by being able to demonstrate skills such as tact, discretion and respect. Graduates can provide examples of when they might have satisfied a demanded or found an appropriate person to help with a university project.
Graduates need a sales outlook when thinking about a career in Recruitment. This might not be selling charities on the high street, but the process of recruitment consists of three sales type stages. Firstly the recruiter must contract the work from the employer, and then sell the role to the prospective employees. With finally selling the potential employee back to the company. Sales skills include understanding who you're talking to, knowing their needs and finding a way to help them.
A key part of this process is understanding clients and candidates. If graduates are able to forge professional relationships, they can quickly get ahead in the game. Client relations in Recruitment are the life blood to some agencies. It could have been maintaining a rapport with the Student Union over their society's funding or previous work experience that has meant you liaising with outside companies. This sort of experience and evidence of skills is what Recruitment agencies look for.
To build these relationships, candidates need to have excellent verbal communication. Phone manner and clarity of speech are vital skills needed for graduates to make it in Recruitment. Graduates must be eloquent, succinct and clear in their expression over the phone as this is where much of their work will take place.
Recruitment Consultants must be extremely confident and be able to think on their feet. Graduates must be aware that they will spend the most of the day on the phone. It is this confidence to talk to strangers and not hold back when trying to source and place candidates that can make a Recruiter successful. When graduates start in the role, it will not be wining and dining clients in week two, although that will come later when successful applicants work their way up the ladder.
Excellent written communication is imperative. If they are able to express a professional tone and correct etiquette in early exchanges with employers, graduates have a much better chance at success. The application process can allow graduates to show off their skills early on. They should use the application form, telephone interview and face to face interview to show the employer that they are eloquent and able to sell themselves through a variety of formats.
Graduates could be the best communicators in the world, however sometimes recruiting potential candidates and clients just do not come through. The industry and individual recruiters often have barren spells. However what the recruiter wants to see is evidence of resilience and perseverance in their applicants. If the graduate has evidence of being determined to get something and not giving up until they have achieved it. This could be any campus campaigns that they have taken part in or lobbied university staff until a change has been implemented. Showing drive and ambition is exactly the attitude that Recruitment look for, especially when the going gets tough.
In the modern world, and especially in Recruitment, prospective applicants cannot get by without proficient IT skills. Most graduates will have spent the last year trawling through the internet undertaking degree research. The mixture of being tech savvy and having great research skills can be a huge help in a Recruitment role. Much of the way Recruitment works involves researching potential clients or candidates and assessing what you think their interest would be. These skills are likely to have been exercised at university and graduates would be advised to remind employers of the thorough research and IT skills they have picked up while gaining their degree.
Recruitment can be extremely stressful, long hours and sometimes a lot of hard work can be fruitless when deals do not come off. There is a simple reason why graduates might put up with this and also be drawn to the industry in the first place. The financial return available in Recruitment can be excellent. Starting salaries can be moderate in comparison to other sectors. However it is on commission, hitting targets and bonuses that Recruiters can make some serious money. Graduates, after three years of stretching to make ends meet, can enter this sector with the skills already in place and take home a tidy sum.
The industry is one of the most competitive out there. Recruiters are expected to reach targets and bring in a certain amount of business. For a graduate to be considered, they must show their competitive edge and drive to hit targets. They don't want to see a nasty or cut throat side of candidates. However, if there is evidence of a competitive nature employers will look kindly on that. This could be sporting endeavours or the debating society at university.
Based at a larger company in their recruitment team, graduates would be advised to emphasise the same skills as mentioned before. Make sure to play heavily on the research and analysis skills so they can express to employers how they are thorough in their work. The role at the big organisations requires successful candidates to go out and find excellent options to fill usually high level positions. This sort of work can lend itself to HR and be trickier to enter straight from university.
Initially, I had a brief telephone conversation with a member of the recruitment team. This was to identify my reasons for applying for the job, why i'm interested in the role…
A fair bit of vague background knowledge was given via email, but very little as to what the morning would entail. As such I was told generic things such as 'Be…
My initial telephone interview was very short. Having spoken to a very nice manager for this primarily IT oriented recruitment company for 15 minutes about why I think I would be…
There was an initial phone interview, which I wasn't aware of as I only rang back for further details. It was a graduate recruitment member of their team and lasted about…
Initially I was contacted on the phone by a Manager at Eurostaff. they were interested in me based on my European language skills (German, French, English) as well as my diverse…
First telephone interview with an account director. This lasted about 45 minutes and he described a lot about the company and role, the role is more like succession planning than immediate…
I was contacted two days before the interview by email to let me know that I would be required to complete and telephone interview to assess my personality and skills. The…
The initial telephone interview came out of the blue and i was notified that it would occur later that day with their internal recruiter. So i was given the time to…
I spoke to a member of human resources for this company on two occasions. Her approach was very conversational which allowed me to relax into the interview. I was asked about…