This document provides information about Rite Recruit Ltd, an Essex-based recruitment agency that places recruitment professionals across the UK and internationally. It introduces the management team and describes each of their specialist sectors. Sam Garner owns and manages the company, while Graham Lipman, Paul Newman, Delia Newman, Jerome Kempster, Lewis Cross, Jon Yau, and Katie Hartman each lead divisions in different sectors such as IT/finance, medical/social care, construction/engineering, education/legal, retail, and energy/oil & gas. The document provides contact details for each team member and describes their experience and focus within their sectors. It emphasizes Rite Recruit's focus on developing long-term client and candidate relationships

1. Rite Recruit Ltd
Suite One
Western House
Western Road
Billericay
Essex
CM12 9DY
01277 636 210
www.riterecruit.co.uk
https://twitter.com/RiteRecruit
https://www.facebook.com/officialriterecruit

2. Meet the Team
Sam Garner – Owner / Managing Director
Graham Lipman – Director
Paul Newman – Senior Recruitment Consultant
Delia Newman – Senior Recruitment Consultant
Jerome Kempster – Resourcer
Lewis Cross – Resourcer
Jon Yau – Resourcer
Katie Hartman – Retail Recruitment Consultant
Rite Recruit is an Essex based Independent recruitment agency servicing the Recruitment to
Recruitment Industry.
We place recruitment professionals across the whole of the UK and Internationally.
My team is made up of the finest recruiters within their specific recruitment sector, making
our service and knowledge for each division perfectly suited to the demands of our clients
and candidate’s needs.
I recruit specialist headhunters within each sector of the recruitment market, making us
sector experts within the R2R field.
Personally leading the team we have divisions in the following sectors:
Energy / Oil & Gas
Construction & Engineering
IT & Finance
Medical & Social Care
Education & Legal
High Street Recruitment
Retail Recruitment

3. Sam Garner – Managing Director
Lewis Cross – Desk Resourcer
IT & Finance Sector
01277 635 915 – sam.garner@riterecruit.co.uk
01277 635 917 – lewis.cross@riterecruit.co.uk
My team's experience has enabled me to create opportunities and place many recruiters in successful careers
across the Globe.
Our aim is always to promote careers and develop long term relationships with the clients we work with,
offering support, advice and guidance along the way.
At Rite Recruit we have a clear focus on ensuring that we raise the standard in the recruitment to recruitment
sector by assisting recruitment professionals to achieve their career aspirations.
100% Confidentiality guaranteed.
I independently run the IT & Finance Rec 2 Rec Sector at Rite Recruit. I
operate in many various verticals within each market space. I have
excellent coverage in London, Essex, the whole way through the UK
and some internationally. My experience, network and market
knowledge will ensure that both recruiters and clients alike have an
honest and trustworthy relationship, guaranteed to promote and
enhance the careers of my IT & Finance Recruitment Network

4. Graham Lipman
Director
Senior Recruitment Consultant – Medical / Social care sector
01277 636 210 – graham.lipman@riterecruit.co.uk
As well as helping to run Rite Recruit, I specialise in the placementof staff into
the Medical / Healthcare & SocialCare Recruitment sectors.
I work with large corporate Nationalagenciesaswell as small independently
owned companies. Allof my clients have individual needs and I ensure to
maintain close contactin order to work with them to help identify the needs of
their businesses.
I help to find the rightrole for my candidatesand have had success placing at
all levels from Trainee Recruitersto Managing Directors.

5. Paul Newman- Sector Manager
Jon Yau – Desk Resourcer
Global Energy & Oil & Gas Sector
01277 635 913 – paul.newman@riterecruit.co.uk
01277 635 912 – jon.yau@riterecruit.co.uk
A team of experienced Search and Selection head-hunters who have the contacts and
connections within the Energy Sector to be the market leader within this discipline.
They work with many leading recruitment companies in various countries across the globe.
Having successfully launched the UK Rec to Rec market for Rite Recruit within the Energy
sector their experience and successes have expanded our brand globally across 5 continents,
and still growing!
They have the market awareness, the capabilities and the drive to secure new contracts from
junior consultant to regional director level. They have an impressive portfolio of clients and a
diverse range of opportunity.
Working on both retained and contingency roles and have major exclusivity within the
market. Their work is credited by my discretion, professionalism, commitment and genuine
interest to the people we serve.
We are always interested in communicating with both clients and potential candidates. For
International business I have full Skype facility available and would be interested in having
an informal confidential conversation to discuss the options available to you.
Our specialty is matching candidates skills to employer profiles, therefore making the
interview process much easier and uncomplicated with excellent success ratios.
Specialties: International recruitment, headhunting, search and selection, recruitment,
upstream, downstream, energy, wind, solar, Oil & Gas, engineering, technical, retained and
contingency recruitment, market knowledge, career advice.

6. Delia Newman
Desk Manager
Senior Recruitment Consultant – Driving, Industrial, High Street &
Education Sector
01277 636 210 – delia.newman@riterecruit.co.uk
Having successfully developed a unique R2R desk covering the commercial/
industrialand driving division over the last 3 yearsI have now extended my
sector to include the running our Education Division.
I am now managing the whole of the Education & High StreetR2R sector for
Rite Recruit.
I am proud to admitthat I am the only specialist R2R representative in the UK
focusing on these sectors. Having had over 20 years’ experience my name is
well recognised and wellregarded in the industry.
I work exclusively with many Education & High StreetAgenciesat all levels. As
you are only as good as your last placementI treat every placementwith the
individuality and professionalism required to make the transaction for both
client and candidate as smooth and stress free as possible.

7. Katie Hartman
Retail Recruitment Consultant
01277 636 210 – Katie.hartman@ritrecruit.co.uk
During my time at Rite Recruit I have been given responsibility to develop the
Retail Arm of the business and it is my task to place retail staff within many
major retailorganisations.
I recruitonly in the Retail Sector, specialising in store managers, retail
assistants, productdemonstrators, regionalmanagersetc.
I am looking for retailpersonneland retailbusinesses to work with and
promote our exclusive service.
My job is to advertise positions, screen CV's and start the initial recruitment
processfor people wanting to enhance their retail careers.
I supporta successful onsite operation and use my relationship skills to
promote our businessand network of candidatesattractively to the retail
market.
I cover the whole of the UK.
If you wanta career in retail I can source you a position and with my well
connected network make sure thatthe job move is smooth, professionalwith
the maximum earning potential.

8. Jerome Kempster
Resourcer
Construction & Engineering Sector
01277 635 910 – Jerome.kempster@riterecruit.co.uk
I cover the construction & engineering sector – specializing in rail, tradesand
labor, facilities management, M&E, technical, engineering to name a few.
By working in close partnership with each of our clients we are able to create
exciting opportunitiesfor the right candidates. Therefore if we are notcurrently
advertising a suitable position for you, contactusand we will open the door to
a truly unique recruitmentexperience!
We will demonstrate a uniquely refreshing, proactive and consultative
approach. Committing to succeed where othersfail!
Specialties: Recruitmentto Recruitment. We place trainee consultants,
consultants, senior consultants, resourcers, administrators, accountmanagers,
branch managers, regionalmanagers, directors, country managersacrossall
recruitmentsectors, globally.

9. Award-winning interview techniques
Interviews areobviously thekey pointin the recruitmentprocess. Itdoesn’tmatterhow good you
are at yourjob,if you don’tinterviewwellit will limit yourcareerchoices.
We hope this short guide can help you. Before you even start the interview process you have to make sure
that you:
 Know your CV inside out
 Know where you want to go to next in your career
 Know all aboutyour potential employer
 Know the facts and figures about yourprevious employers
 Prepare the questions that you are going to ask aboutthe potential employer
 Know what sort of interview styles you might be faced with
 Know how to manage those styles to ensure that you are offered the job.
 Brush up on the dosand don’ts.
Some of our younger candidates may have had a lot of practice at interviews whereas if you are a more
experienced candidate you might not have been for an interview for 7 or 8 years.
Either way, spending a short time reading this guide and preparing for you interview will definitely bring you
benefits.
Know your CV inside out
No matter which interview technique your potential employers use, they will want you to give evidence
that you can actually do the job. Don’t forget that the interviewer doesn’t know a lot about you except
for what is in your CV and that they will use the CV as a prompt to find out more about you and your
abilities.
Know where you want to go to next in your career
Employers are interested in focused, driven, career-minded people. If you don’t know where you want to go
in your career, or even what career you want to follow, the interviewer will not be impressed. Think this
through before the interview and ensure that what you want fits in with what’s on offer at the employer. For

10. instance, there is no point in saying that you want to be a regional manager if you are going for a job at a
single-branch agency.
Know your potential employer
You’ve got to show respect for the organisation that’sinterviewing you and the best way to do this is to
know a lot about them. Fortunately, the internet now makes this a doddle. Check out their website and
look to see how long they’ve beenin business, what theyspecialise in, where their branches are
located, who the main players are in the organisation, who their clients are and what their turnover
and profits are.
If it’s a major company quoted on the stock market you can also do an archive search on
www.guardian.co.ukor www.ft.com
Know the facts and figures about your previous employers
Refreshyour memoryon the facts and figures of your present and former employers. If you can’t
remember much about a previous company will you be able tosell the new company effectively?
Prepare the questions that you are going to ask about the potential employer
 A detailed description of the position
 Reason the position is available
 Culture of the company
 Anticipated induction and training program
 Advanced training programmes available for those who demonstrate outstanding ability
 The sort of people who have done well
 Earnings of those successful people in their third to fifth years
 Company growth plans
 Most successful sectors / disciplines
 The next step

11. Know the Interview Style
Recruitmentcompaniesusea numberof differentinterviewstyles. Thosethathavea prolonged
interview process(3– 4 interviews) willprobablyusea behavioralorcompetency-based style,
although theinitialinterview withthebranch managerorseniorconsultantmay bemoread hoc in
style.
It doesn’ttaketoo much effortto learn to recognisethestyles. If you can do this, you can adapt
yourinterview techniqueto thestyledemanded and comeoutwinning.
 Behavioralorcompetency-based
 Preference-based
 Ad hoc
Manage the styles and get the offer
Putting a little bit of workin prior to theinterview really will bring you thebenefit of many morejob
offers. Attheend of theday, you’rein recruitmentand theemployerwill wantto seeyou ask for
the job, closethemdown so thatthey offeryou thejob, (oratleastget offered thenextinterview).
Concentrateon getting thejob firstand then considerif you really wantitlater. Unlessyou
definitely do NOTwantthejob, tell theinterviewerhow keen you areon theposition.
Askif thereis any reason why you would notbeoffered theposition /thenextinterview. If the
interviewersaysthatthey need to thinkit over, askthemwhatit is thatthey need to think over,
addressthosepointsagain and try to closethemdown again.
If think you are being too pushy, don’t. Theinterviewerwillthinkthatif you are keen to sell

12. yourself you willbe keen to sell their company.
GOLDEN TIPS FOR AN INTERVIEW
1.Research the company thoroughly. Always check their website
2.Plan your journey carefully and arrive 15 minutes early (if you can’t avoid lateness, call!)
3.Be aware of the interview process, who you’ll meet, their role etc.
Take a pad & pen with you. This should include your pre-prepared questions & your initial
observations/comments about the company. At the beginning of the interview politely say
you’d Like to take notes, (treat it like a client meeting).
During the interview,
•Stay relaxed and maintain eye contact. Don’t fidget.
•Answer questions honestly (it’s imperative you discuss any areas of doubt with us
before the interview). Don’t try to ‘blag’ an answer, it’ll be obvious. If you don’t know or
don’t have that experience, be honest, but make it clear you’re a quick learner and
direct the conversation to your positive attributes.
•Answer questions fully, but don’t ramble, make sure your answers are relevant
•Your listening skills are paramount in any interview
•Make sure you’ve discussed your achievements, especially as examples to answer their
questions; tell them about your successes, eg your billings, major clients won, teams
built, etc. etc., or, if appropriate, tell them about your personal successes, eg
academically or sporting, etc. Be precise, give facts and figures, and quantify your
achievements wherever possible, (have a pre-prepared list)
•Use the interviewer’s name
•The interviewer will want to know what you think you can do for them. If it’s hitting
targets, tell them
you’ll exceed targets; if it’s building a team, tell them you’ll build the best ever team.
•Demonstrate real interest - Depending on their sector take a page or two of potential
clients, (via
www.yell.com ). If you know 1-2 of their clients (ask us), do some research and take it with
you.
•Know what you want & where you’re going – within reason be specific. If you want a
Porsche in the

13. next 2 years, take a picture with you, or the 5-bed detached, or the exotic holiday.
Some basic hints:
Turn your mobile off (don’t leave it on vibrate)
Don’t ask about holiday entitlement or sick leave at interview
Don’t get greedy re salary at interview – we will negotiate the very best
possible package for you
Don’t overly criticise past/present employers
Don’t crack jokes with the interviewer, this is not the time for that. Unless of
course they lead you to do so
When leaving, be professional, shake hands and say that you look forward to
hearing from them
Always CLOSE at the end of the interview asking what the next steps in the interview process
are…..
Questions to ask at interview
1) What skills would make the ideal candidate for this position?
2) How will the work that I will be doing contribute to the organization’s mission?
3) What were the best things about the last person who held this position?
4) What are three ways I can contribute to the company beyond the job description?
5) How can I best contribute to the department’s goals?
6) How do you see me best contributing to the corporate culture and morale?
7) What do you see as the biggest challenges of working here and how can I overcome
those challenges?
8) What is your vision for where the company or department will be in one year? In 3-
5 years?
9) How can I best help you and the team succeed?
10) How did I perform today?
11) Do you have any reservations further to this interview?
12) What can I expect to happen next?
13) Ask why the interviewer joined the company?
14) What are the company’s plans over the next 2-3 years?
15) What are the backgrounds of the rest of the team?
16) What are the expectations in the first 6 months?
Do not be afraid to tell the interviewer that you want the job and the reasons why, as
sales people this will show that you are not frightened to put yourself forward.

14. Remember that you need to leave a positive and lasting impression with the interviewer so
be upbeat, professional and remember to thank them for their time and give a strong
handshake as you depart.
Below is an example of a typical day in the life of a recruitment consultant……you need
to remember every day is different but please take something from it and make sure
you understand exactly what it’s like being a recruiter, try using some of the language
in your interview as it will impress.
A Typical DayintheLifeofa RecruitmentConsultant
Pleasereadthe diarybelowto getafeel forwhat a typical dayinrecruitmentfeelslike.
08:15 I arriveat workearlyto makea cupoftea and havea chat withmy colleagues.
Going to workisanything butachorehere,withthe friendlyandlivelyatmosphere.
08:35 I listento my voicemailsandmakeanyurgentcall backs.Ihavea messagefrom
my candidate,who hashissecondinterview at10:00today,to informmethathe has
all of the informationthatI sent himandconfirming thathewill call mewithhis
feedbackafter the interview.
08:55 Checkmyemailsandapplications thathavecomethroughfromthenight
before. We havea system that automaticallyregisters thecandidatesdetails andCV's
onto our databaseina matter ofminutes so I sendall suitable applicants to this
systemso that they canbe contacted,oncethey areregistered.Withinmyemailsone
ofmy regular clientshassentme the detailsofanurgentvacancyso Iprint offthejob
descriptionto digestbeforecalling them.
09:20 I call my clientandtalkthroughtheurgentvacancy,asit happensIhad a very
similarrolelocalto thiscompanylastweekso Iinstantlyremembertwo suitable
candidates.Aftertaking thedetailsIcall the two candidates,therolesoundsperfectfor
them so I submittheirCV's.Oncethe vacancyiswrittenand advertisedIaddthefigures
to our'Activity'targetboardthatwehaveonthe wall.Eachteam hastheirownboard
and inadditionto ourindividual targetswearetargetedweekly asateam andwhenwe
meet the targetsforthe weekweget to leaveanhourearlyontheFridaywhichaftera
longand busyweekisa great feeling.
10:00 AlthoughIamconfidentthatmy candidatewill havearrivedathisinterview,I
makea quickcall to the receptionistofthecompanyjustto doublecheckthathe
arrived ok. Thereceptionistinformsmehearrived15 minutesearlyandisalready
being interviewed,fingers crosseditgoeswell!
I have senttwo fantasticcandidatesover to theurgentvacancybutto makesureI
cover all area's,I searchourdatabase forcandidatesthatmyselfandcolleagues have
builtup overtheyears,followedbytheexternal CV databases thatwehaveaccessto. I

15. findone morecandidate,interviewhimbytelephoneandonceI'veestablishedthathe
issuitable (andinterestedinthe role)Isendthedetailsover.
a11:15 I havea visitwith oneofmy local clients to findoutmoreabouttheirbusiness
and discuss howSTRcanassistthemgoing forward.Itakemy colleaguewithmefrom
oneofthe otherdivisions whoitwill also benefit.IfI wasinthe officeIwouldnormally
spendthistime doing BusinessDevelopment,however todayisanexceptionasitis
importantthat we meetas manyof ourclientsaspossibleto developrelationshipsand
findoutmoreabouttheirbusinessso thatwecan findcandidatesand providethe
highest level ofcustomerservice.
12:45 Arrivebackintheofficeafterasuccessful visitwherewewereableto
strengthen ourworkingrelationshipwith themandasa resultpickedupfournew
vacancies,two of whichareforme to workonandthe othertwo formycolleague. I
checkmy emailsand my clientwiththe urgentvacancyhasrequestedto seeall three
candidates forinterview nextweek.Ihaveenoughtimebeforelunchto speakwiththe
candidates andarrangethe interviews.
13:00LunchTime.Asit is a FridayI popto the local pub withsomeofmy colleagues.
WhilstI am onlunchmy candidatewho hadthesecondinterview calledmeonmy
mobile to informmethat hisinterviewwentwell,that hereallywantedthejoband
would100% acceptifhewasoffered,fantastic.
14:00 I checkmy voicemailsandfindthatI havea messagefrommyclientwho asked
me to call backwithregardto the feedbackfromthesecondinterviewso Imakethe
call straightaway.
I speakto my clientandpassonthe positivefeedback fromthecandidate.Theclient
then informsmethat the MD wasveryimpressedwiththecandidateandwouldliketo
offer him the position.
14:20I call mycandidateandafter a brief chatrelaythe offerdetails.Thecandidateis
absolutelydelightedwiththeoffer,itisjustthe jobhehasbeenlooking forandit's
locatedcloser to homemeaninghecanspendmorequalitytimewithhisfamily.
14:45I speakto my clientandconfirmthatthe candidatehasacceptedthe offerand
then I passhis contactdetailsoverso thatthe contractcan besent to himimmediately.
After processingthedetails throughthesystemIaddthe figures to ourtargetboard
meaning that wehavenowdonetarget forthe weekandwill beentitledto leavethe
officeanhour early.Mypicturegoesuponthe plasmascreeninbothofourofficesand
everyoneinthe team cheersaswe havedonetarget. It feelsgreatto bepart ofa
successfulteam.It is smilesall round.
15:30withan hourto go I tie up all looseendsfor theweek,ensuremyInboxisclear
and re-advertiseall ofmyvacancies. I am attending aninhousetrainingcourse next

16. weekso I makesureI haveall ofthe coursedetails to takehomewithme to readover
the weekendinpreparation.Ifindthetrainingcoursesvery refreshingand motivating.
I am verykeento progress mycareerwithinSTRandthereisno questioninmymind
that TrainingandPersonal Developmentareimportantto theManagementteamand
that I will always bepushedto mypotential along asetcareerpath.
16:00 AlthoughItryand stickwith my planasmuch aspossibleitisnotalwayseasyto
do so as I quiteoftenfindmyselfreacting to newtasksasthey presentthemselves
which haveto bedealtwith. Timemanagementiscrucial inrecruitmentandso Ispend
the last
halfan hourfinishing myplanforthefollowingweek.Mypipelineislookinghealthy so
I am looking forwardto another greatweek.
16:30Thecompanyhasarrangedasocial nighttonightofbowlingwhich soundslike fun,
especiallyasweareall so competitive.Theearlyfinishiswelcomed andtheteam head
homeforthe weekend.

17. The dos and don’ts of interviews
It’s tempting to think that at interviews you just need to ‘be yourself’ – when actually you need
to be in control. Making a good impression takes concentration and a little preparation.
Many candidates make simple mistakes at interviews that can cost themthe job. Here’sour list of the
key things to watchout for.
DO know the exact place and time of the interview, the interviewer’sfull name, its correct
pronunciation, and his/her title.
DO arrive a few minutes early, but not too early. Late arrival for a job interview is never excusable.
You can easily get directionsfrom www.multimap.co.ukbysimply enteringthe postcode of the
potential employer. If you need car parking, ask us for the best one touse.
DO dress conservatively, preferably in darker colours. Men should wear a dark suit, matching shirt
and tie and have cleanshoes. Leave earrings at home. Women should wear a business suit. Everyone
should pay attentionto all facets of their dress and grooming and consider a haircut if overdue.
DO greet the interviewer bytheir surname, shake hands firmly and SMILE. It takes three times as
many muscles to frown as tosmile, so take the easy way out.
DO take along proof of your sales figures and/or payslips. It will add massively to your credibility.
DO wait until you are offereda chair before sitting down.
DO get the interviewer to describe the position and the duties to you early in the interview so that you
can relate your background and skills to the position. Ask what the qualities are of the people who are
already achieving in the company and relate your qualities to them. Smile.
DO find out about the company. Check out their website and look tosee how long they’ve been in

18. business, what theyspecialise in, where their branches are located, who the main players are in the
organisation, who their clients are and what their turnover and profits are.
DO refresh your memory on the facts and figures of your present employer and former employers. If
you can’t remember much about a previous company, will you be able to sell the new company
effectively?
DO be prepared toanswer typical questions such as:
What kind of job are you looking for?
What are your strengths?
What are you reallygood at?
What are your weaknesses?
What are you doing about addressing them?
What do you know about our company?
Why did you choose your particular career?
What are your qualifications?
DO make sure that your good points get across to the interviewer in a factual, sincere manner. Keep in
mind that you alone can sell yourself to an interviewer. Make them realise the need for you in their
organisation. Smile.
DO prepare the questions YOU want answered. This is your opportunity to find out if the company
will give you the opportunity for the growth and development that you want. Some questions you
might ask are:
Do you have a detailed description of the position?
What is the reason the position is available?
What is the culture of the company?
Is there an anticipated induction and training programme?
Are there advanced training programmes available for those who demonstrate
outstanding ability?
What type of people who have done well?

19. Ascertain the earnings of those successful people in their third to fifth years of
employment
What are the company growthplans?
What are the most successful sectors / disciplines?
The next step
DON’T answer questions with a simple “yes” or “no”. Explain whenever possible. Tell them
those things about yourself that relate tothe position. Smile.
DON’T slouch – it looks like you’re not interested. Look alert and interestedat all times. Look the
interviewer in the eye when s/he talks. Be a good listener as well as a good talker. Smile.
DON’T over-answer questions. You can talk yourself out of a job this way!
DON’T lie. Answer questions truthfully, frankly and as much to the point as possible.
DON’T ask questions about salary, bonuses, holidays, office Christmas parties etc. on your first interview
unless you are positive that the employer is interestedin hiring you and raises the issue first.

20. Interview Preparation
These are the mainquestions toexpect:
What are yourstrengths?
What are youweaknesses?
What doyou think youcanbringto the company?
What wasyourtypical day’sstructure fromwhenyouwalkedinthe doorinyourlastrole? What
doyou know aboutthe company?
What attractedyouto the company? Talk
me throughyourCV?
Why didyou firstchoose togetintorecruitment? What
attractedyouto recruitment?
Why didyoustudy thatdegree?Whatdidyouhope toachieve fromit? How
doyou handle objections?
How doyou like tobe managed? Sales
figures (if applicable)
Tell me aboutyourpersonal life? What’s

21. yourgreatestachievement?
What questiondid mycolleague askyouthatyouthoughtyouanswered well?
What questiondid mycolleague askyouthatyouthoughtyoudidnotanswersowell? What
KPI’swere yousetinyourlastrole?
What marketdidyouworkon?doyou thinkyouhave the ability toadapt?
What makes a good recruitment consultant?
What is the winning formula?
It is certainly not necessary to have previous recruitment experience just the main facets
which are the right attitude and motivation. There must be a clear focus and direction
coupled with an understanding of personal motivation and life goals. A good consultant
must be competitive and never complacent. They must do the basics well and do them
consistently. They must continually strive to be the best within their market place.
Some of the best consultants that I have worked with have always gone that extra mile
for their clients. They have a clear understanding of their clients' motivations and
challenges and consistently provide solutions to develop the business partnership.
A good consultant has the ability to listen and to gain an insight into human nature by
being able to read what has also been unsaid. A good consultant must be resilient - the job
itself can promote extreme emotions as one day you are on a high because a client is
booking more staff from you or a prospect you have been working on finally gives you
their business. On the flip side a bad day can be when you have spent all day filling
vacancies and a client cancels at the last minute or you may not have won business but
your competitor did. There is rarely middle ground and you need to be strong willed to
cope with the inevitable highs and lows.
A good consultant will always have a proactive approach and have a plan B with the
ability to remain positive and proactive. The industry in itself, like many others is highly
competitive. Yes we help people get jobs and that in itself is rewarding, but do not be
deluded that recruitment is not a strong sales environment. It is targeted and very
results driven and those that succeed in this industry value their bonus structures and that
is what they strive to achieve. For many, the recruitment industry is an opportunity to
earn in excess of their basic salary and in reality where else can you earn that sort of
money?
Those that excel stand out from the rest in their market place, they think out of the box,
they do their research and don't just make the standard cold calls to prospects. Their
approach is innovative and they open themselves to scrutiny. Above all a consultant must

22. be credible and honest and do what they say they will.
In the current market it would be so easy to cease training and development of consultants
but this remains a focus at right4staff. The right4staff Academy is undoubtedly a huge
success as we have managed to highlight high performing individuals and promote
them within the business - with 16 "good consultants" being successfully promoted over
the last 3 years. So the ethos of our recruitment and selection is working but inevitably it
is up to the individual to take ownership of their results and development.
In conclusion a good consultant does consistently what they say they will do and has
a structured and focused plan.
RecruitmentConsultant
Recruitment consultants are responsible for attracting candidates and matching them to temporary or permanent
positions with client companies. They work with client companies, building relationships in order to gain a better
understanding of their recruitment needs and requirements.
Recruitment consultants attract candidates by drafting advertising copy for use in a wide range of media, as well as by
networking, headhunting and through referrals. They screen candidates, interview them, do background checks and
finallymatch them to their clients. Consultants also provide advice to both clients and candidates on salarylevels, training
requirements and career opportunities.
The role of a recruitment consultant is very sales orientated, although it also involves helping individuals and
organisations.
Typical work activities
A recruitment consultant's role is demanding and diverse and involves:
using sales, business development, marketing techniques and networking in order to attract business from
client companies;
working towards targets that may relate to the number of candidates placed, a value to be billed to clients
or business leads generated;
building relationships with clients;
developing a good understanding of client companies, their industry, what they do and their work culture and
environment;
advertising vacancies appropriately by drafting and placing adverts in a wide range of media, e.g.,
newspapers, websites,magazines;
using social media to advertise positions, attract candidates and build relationships with candidates and
employers;
headhunting - identifying and approaching suitable candidates who mayalready be in work;
using candidate databases to find the right person for the client’s vacancy;
receiving and reviewing applications, managing interviews and creating a shortlist of candidates;
requesting references and checking the suitability of applicants before submitting their details to the client;

23. briefing the candidate about the responsibilities,salaryand benefits of the job in question;
preparing CVs and correspondence to forward to clients in respect of suitable applicants;
organising interviews for candidates as requested bythe client;
informing candidates about the results of their interviews;
negotiating pay and salaryrates and finalising arrangements between client and candidates;
offering advice to both clients and candidates on pay rates, training and career progression;
Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment
programmes.
Resourcer
To work as a Resource Consultant identifying and delivering candidates for key accounts and Sales Consultants
customers
Key Responsibilities & Accountabilities:
1. Identifying, interviewing and qualifying suitablecandidates
2. Translating and writing adverts to attract candidates, ensuring all open positions are advertised at
all times
3. When required, arrange and coordinate interviews between the client and candidate
4. Conductinterview preps and debriefs for candidates and clients
5. Provide offer management as and when required, obtain candidatereferences if requested
6. Identify, build and maintain candidate pipelines / groups on linkedin / Xing for customers
7. Continually generate new business leads for the sales consultants
8. Effectively sell the brand to candidates and clients
9. Build and maintain client relationships through strong customer care
10. Ensure sales consultant or key account manager is kept up to date at all times
Experience/Skills Required:
1. Well presented with clear communication skills, strong telephone manner
2. Positive mental attitude, driven and enthusiastic
3. Basic knowledge of Microsoft Office and the internet

24. 4. Ambition to progress into a sales role
Salary:
£15-16K for1
st
12 months then promotion to Sales Consultant + Commission
Final checklist!
Good preparation is essential to a successful job interview. If you are not prepared then it
shows that you are not willing to put the work in. So you must do the following.
1. Go on the company website and research them (not 5 seconds on their web page)
2. Research the job role that you are going for, make sure you know exactly what role
you are going for.
3. Look on ‘Linkedin’ at the person that will be interviewing you. Also look at the
owners of the company so that you can get a feel for the type of people they hire.
4. Read through your CV and make sure it is all correct and you know everything that
it on there.
5. Prepare at least 3 questions that you would like to ask the person interviewing you.
Make sure the questions you have prepared are about the company and not about
the interviewer.
6. Check travel time and how long it is going to take you to get there, make sure you
know exactly where you are going before you step out of the door.
7. Be prepared for questions they might you such as:
 What do you know about the company?
 What is the most important achievement of your life so far?
 What are your strengths and weaknesses?
 Why have you applied for this job?
 What can you bring to the team?
 Why Recruitment?
 What do you know about recruitment?
 How would your friends/family describe you?
 How long have you been trying to get into recruitment?
 Why are you leaving your current role?

25.  Tell me a bit about yourself.