Template for Recruitment Career Path

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1 Job Roles and Responsibilies Here are some suggestions for businesses wanting to implement roles and responsibilities please note this list is not exhaustive and to be changed as you wish. Trainee Resourcer Advertising (producing copy, placing adverts onto websites and publications) Conducting Candidate Searches on websites Proactive candidate sourcing including Head Hunting, Database, working referrals Creating Candidate Interview Forms Response Handling Telephone Screening Lead Generation Diary Management Researching Candidate feedback Candidate quality checks Sending out Interview confirmations Checking candidate availability Updating Database system Updating Personal Development Plan (PDP) and Work In Progress (WIP) sheets Trainee Consultant Pitching Candidates to Consultants Business Development of new accounts (after 1 month in the role) Booking Visits

2 Trainee Headhunter/ Headhunter Attend and interact in detailed training program Mapping Candidate Market Proactive Headhunt Calling Telephone Screening Arranging Face to Face Internal Interviews Completing Candidate Interview Forms Delivering Face to Face Interviews Lead Generation Own Diary Management Candidate feedback Candidate quality checks Checking candidate availability for client interviews Updating UCSearch system Updating PDP and WIP sheets Work closely with Senior Consultants in team Consultant If recruiting at this level must have a minimum of 6 months recruitment experience and achieved all set targets for past 6 months or have 1 years worth of sales experience. Finding and screening candidates through advertising, referrals, recommendations & head hunting Business Development of new accounts Booking Visits Pitching Candidates to Clients Client/candidate Entertaining

3 Senior Consultant 1st tier If recruiting at this level must have a minimum of 12 months recruitment experience, achieved all set targets for past 6 months or 18 months worth of sales experience. (360 degree consultant, still resourcing own candidates) Growing key accounts Organising Team activities Mapping of organisations Competitor analysis Credit analysis Business Planning Account Managing Updating Database system Updating Personal Development Plan (PDP) and Work In Progress (WIP) sheets Senior Consultant 2nd tier If recruiting at this level must have a minimum of 2 years recruitment experience and achieved all set targets for past 6 months ( in charge of key accounts, responsibility for training resourcers and other consultants, own resourcing of candidates done by resourcers as well as self) Induction of new staff Running key accounts Delegate Tasks to Resourcers, Trainee Consultants and Consultants Senior Consultant 3rd tier (Sales route) If recruiting at this level must have a minimum of 2 years recruitment experience and achieved all set targets for past 6 months ( some leading of the team, personal development, key accounts and how to grow those, a number 2 in division) Leading team activities Training and Coaching team members Setting Team Targets Running Team Incentives Tendering for National Accounts Writing contracts & PSL agreements

4 Associate Consultant - for consultants not wanting management Client and candidate Entertaining Growing key accounts Mapping of organisations Competitor analysis Credit analysis Business Planning Account Managing Winning and delivering retained business Selling consultancy services i.e. psychometric, mapping services, competitor analysis Mentoring researcher

5 MANAGEMENT Team Leader 1st tier (Leading by example, running team meetings, implementing new systems monitoring day to day activity) Running Team Meetings and setting up of Team s daily targets. Business Planning for team Attend Managers Meetings Networking & Headhunting Succession Planning Team Leader / Recruitment Manager 2nd tier Running full P&L responsibility Targeting Consultants Running PDP & Performance Reviews for Consultants (weekly/monthly) Sitting in on Consultant Appraisals Setting & Running Team Incentives Analysing team/individual performance Recruitment for team Managing team on a day to day basis Divisional Manager Director Status Full accountability for team s training needs analysis /Coaching/Training/Mentoring/Development Accountability for Profit & Loss of Division Forecasting & Budgets Accountability for Team s performance Client & Candidate Complaints for first stage Producing Weekly/Monthly Management reports Holding Disciplinary meetings (1st Stage) Handling any Credit Control issues for outstanding debt Setting of Consultants Targets Ordering of Tools & Resources of Team Monitoring Candidate flow and advertising spends Organising Candidate & Client entertaining events Running Consultant Appraisals Strategic planning

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