Switching career

Changing jobs is pretty stressful and not something we typically do more than a handful of times in our lives. While many vacancies are advertised in the press or online, even more are filled by recruitment consultants without the post being advertised at all. Either way, it is highly likely that the process will involve a recruitment consultant at some stage.

In this article, the term "recruitment consultant" is used to include traditional recruitment consultants, executive search agencies, headhunters and so on.

A good recruitment consultant — one who is well-connected both in the sector and in the locations where you would like to work, and whose judgment, advice and integrity you can trust — can be an invaluable support to you in this process. The question is, how do you go about finding a consultant you can trust?

Recruitment consultants essentially oil the wheels of the staff change process, acting as intermediaries between candidates and the companies looking to hire them. In an industry where people are the key resource, the role of the recruitment consultant is even more critical. The right recruitment consultant will provide you with invaluable help and support through an event that is widely accepted as one of the most stressful in modern life.

Finding the right consultant
A key question for someone looking to change jobs is which consultants to approach. Ideally you should employ the services of a consultant that specialises in your precise market sector and industry. He (or, of course, she) will understand the nuances that would evade a generalist and will have knowledge of the organisations, people and skills that will be relevant and interesting to the candidate. A personal recommendation from a friend or colleague who has used the consultant in the past is obviously helpful in your decision; failing that, an internet search and a visit to a number of websites might give you a sense of which firm or which person you wish to engage. A good consultant will make it a priority to meet you in person before putting you forward for vacancies, and this meeting will allow you to gain a sense of their capabilities as well.

The number of consultants you should work with will depend on both the role and the industry concerned, but one or two will usually suffice. When you meet them, you should try to get a sense of how well they know the industry and the key players within it. If you feel that they are well enough connected, using one firm may be plenty. You need to feel that you are able to trust the consultant you have chosen, both in terms of judgment and as regards integrity and discretion. He must respect the sensitivity of your position and be extremely cautious about contacting potential employers and sending out copies of your CV.

Once you have found a consultant you can trust, it is important to be honest and upfront. Discuss your employment requirements in detail and mention any specific organisations that are of interest to you. The consultant should also have additional clients that you had not considered or of which you were not aware. The consultant will share his industry and client knowledge with you: he should know enough to be able to discuss the organisation's business, company culture and structure as well as the roles available. It is important that you get detailed information on the job descriptions and career prospects, including salary and company benefits. If the consultant doesn't know something or you suspect he may be winging it, ask for more information.

If you are unsure about the precise role you wish to do, a good consultant should help you with your thinking and will discuss what makes sense in terms of career progression and building your CV, and how different roles might fit with your personality and aspirations.

Your CV
CVs serve as the critical initial contact between job applicants and potential employers, so you should take great care over the structure and content of yours and ensure that it contains no spelling mistakes or grammatical errors. The CV should start with personal details, including full name, address and telephone numbers. List your employment history in reverse chronological order (with the more recent roles presented first) and follow this with details of your educational achievements, professional qualifications, training and development, and personal interests. As you will probably use the same CV to apply for a number of roles, position- or company-specific information, such as reasons for applying and any other comments, may be included in a covering letter.

Make sure you are concise in highlighting your strengths: you can always discuss your achievements in more detail at interview. Keep the whole document short and to the point — two or three pages in total is ideal. Your CV is your personal document, which sells you to the consultant and to potential future employers, so give it the time it deserves and (although it should go without saying, I know) stick to the truth.

The job interview
A good recruitment consultant will ensure you are fully briefed and prepared ahead of a job interview and should be able to give you advice, whether general or specific to the particular role, company or interviewer(s).

Preparation is critical. Make sure you know who will be conducting your interview — try to find out as much as possible about them and their role in the organisation. Make sure you know all there is to know about the firm, both from the consultant and, if necessary, also from the company's website. Prepare answers to all the obvious questions, including stories and examples from your own experience that emphasise your strengths. Rehearse any formal presentation until you are word perfect (without using notes).

Get the basics right. The rules of good interviewing are the same as the rules of first dates: be appropriately dressed and make good use of eye contact. Smile. Have a firm handshake when introduced. Think about your body language and posture. Most importantly, be yourself!

Things to avoid are also fairly basic. Do not arrive late to the interview or dress inappropriately. Don't be negative — in particular, make sure you resist the temptation (should you feel it) to denigrate your current employer in any way. Saying "we" instead of "I" when talking about your achievements and current role should also be avoided.

After an interview make sure that you get detailed feedback, both good and bad. Your consultant should also ensure he gets separate feedback from the interviewers about how they felt the interview went and — if it is unfortunately the case — why you were not selected. Whether you were successful or not, it is important to try to take the positives away from the process and to be honest with yourself. A good consultant should help you with this feedback loop and suggest how, if at all, you should consider doing things differently next time.

Success
If you are successful and the job and overall package are acceptable to you, a new chapter in your life beckons. Before you take the plunge, it is important to weigh all your considerations carefully. Most importantly of all, if you have been pleased with your recruitment consultant, stay in touch with him — you never know when you might need to place your trust in him again.

The Authors
This article has been written by Carys Mills and Annie Norman. Carys is the founder of Carys Mills Recruitment

To comment on this article, email pm@pmlive.com

Latest content

Most read content

Most shared