When I first opened Thompson & Terry’s doors, I was drawn to building a sustainable business organically as a result of retaining clients and developing a philosophy that future partners and recruiters who join Thompson & Terry at any time in the future can service. With this in mind I have recently engaged with local secondary schools across Oxfordshire in a bid to unearth the next generation of recruiters who can join my business and continue the vision and philosophy that we have set.
Approaching the next generation of recruiters is an important step that I sense more companies should be taking. I am conscious that when building a small team off the back of strong ethics and values that any business holds, can significantly shift the culture of a collective team dynamic particularly when recruiting in our formative years. It is also worth considering that the team dynamic and business culture are entirely separate therefore it is important to distinguish between the two. Often these can become diluted as the business evolves and this may also be to the detriment of the business. In practice, going from a company 1-2 to 2-4, 5-8 and so on does mean that every time a new recruit joins a business it can significantly alter the functionality positively or negatively.
When I look to hire their are certain qualities that I seek particularly when recruiting more entry-level staff. So what makes for a good recruiter?
One that shares the company common goal or vision
A team player, customer focused and above all else; a winner
An individual who can hit the ground running following successful completion of training
A sound investment, an individual who can deliver sales consistently
Somebody who lives and breathes recruitment
A recruiter who strives to better understand their market in a bid to become an expert within their field
Recruiting staff with a view to slotting into my business, a business which is beginning to already develop a strong culture 99% of the time cannot be hired on the basis of a CV. A CV is in many cases an artifice; it doesn’t tell the reader (aside from the obvious work history) how suited one is to a role therefore I am tasked with finding this out by sitting down with hungry individuals with little or no practical experience. What is vital is individuals are keen to absorb knowledge, grow with Thompson & Terry and be successful everyday that they step in the office.
If you are aged 16 – 18 years and you tick all of the above, make a reasoned judgement about whether an apprenticeship fits your visions/ambitions and values first. Remember, it is about ‘recruitment excellence’ who can ‘consultant’. The job title is not a Recruitment Consultant for nothing!
If you would like to discuss an apprenticeship opportunity with me, please call 01235 797177 or email a CV and attached covering letter to email@example.com