What does a recruitment consultant do?

A recruitment consultant is in charge of matching jobseekers with employers. On a day-to-day basis, recruitment consultants look for customers, research companies and identify candidates. It is essential for a recruitment consultant to build their network as well as to invest in marketing and sales training. Recruitment consultants are often in charge of advertising vacancies on social media. In this role, individuals spend a lot of time on their computer as well as on the phone.

Recruitment consultant skills and qualifications

A recruitment consultant is the link between hiring companies and candidates. Having outstanding interpersonal skills is crucial for this role. So is having a strong drive to chase high on-target earnings and performance-based bonuses. Successful recruitment consultant candidates have the following skills to be able to fulfil their duties in the role:

• Have exceptional communication skills
• Be a good negotiator and have sales acumen
• Have a strong drive and be able to focus on targets
• Be able to prioritise and manage time efficiently
• Display a good knowledge of human resources and employment laws
• Have business management knowledge
• Be able to manage stress and complex client requirements

Recruitment consultant experience requirements

Being a recruitment consultant requires a wide variety of skills. These skills can be gained through direct experience in this role, or they can be transferred from other professions such as sales, marketing and any other customer-oriented role. Candidates with experience in these positions are often preferred. Those coming directly from university should have active membership of student groups, as this demonstrates the necessary people skills. A recruitment consultant should have a good understanding of the role they are recruiting for. This sometimes means that they are specialised in a particular type of work or industry, in which case they may be required to have the relevant degree or experience in that field.

Recruitment consultant education and training requirements

The profession welcomes graduates from any degree. Graduates from human resources, marketing and public relations have an advantage. However, for specialised recruitment agencies, having a degree or experience in the field of specialisation is a plus. Candidates for the role of recruitment consultant can also reach this position through an apprenticeship or start off as an office assistant and work their way up through training and promotions.

Recruitment consultant salary expectations

According to Indeed Salaries, the average salary for a recruitment consultant in the United Kingdom is £24,914 per year. This salary will vary depending on the level of experience of the recruitment consultant, the specialisation, the employer and the location. Being in-house or with an agency can also make a difference.

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Recruitment consultant job description FAQs

What is the difference between a recruitment consultant and a headhunter?

The aim of the two roles is the same, finding candidates for open positions. The difference between the roles comes from the fact that recruitment consultants search for potential candidates in a database of jobseekers, whereas headhunters pursue candidates that are often employed but present the required skill set and experience.

What are the working hours of a recruitment consultant?

A typical day for a recruitment consultant is from 9 a.m. to 5 p.m. However, as this is often a performance-based role, longer hours are common and may include early starts and late evenings. The recruitment sector is extremely dynamic and requires recruiters to evolve at a fast pace.

What should the salary structure of a recruitment consultant be?

As for any role, salaries vary depending on multiple factors. A recruitment consultant typically has a base salary supplemented by a performance-related bonus or a commission. The bonus structure can be based on individual performance as well as on the team’s performance, or it can be a blend of both. Vacancies should clearly display whether the remuneration for the role is OTE (on-target earnings)-based or not.