Job Description and Specification for Recruitment Consultant - Essay Example

RECRUITMENT EXERCISE By and Table of Contents Job Advert 3 2.0 Job description and specification for recruitment consultant 4 2.1 Job description 4 2.2 Personal specification 4 3.0 Applicant’s curriculum vitae 6 3.1 CV 6 4.0 Criteria for assessment and measures 8 4.1 Criteria for Assessments for job interview 8 4.2 Criteria measures 8 5. Possible questions for the criteria of assessing candidates during Interview 10 A. Client satisfaction 10 B. Communication and interpersonal relations 10 C. Team and individual work 11 D. Time management and planning 11 E. Presentation and self-motivation 11 F. Decision making 11 Bibliography 12 1. Job Advert JIK Software Ltd. (2015). Recruitment Consultant. JobInKent.com. Available: http://www.jobsinkent.com/job/659087/ last accessed 8 May 2015. 2.0 Job description and specification for recruitment consultant 2.1 Job description Job Title Recruitment consultant Location Kent Responsibility Develop a client base by way of business development, telemarketing by phone and email Job summary To persuade, assess and select potential candidates that meet requirements for jobs offered by our clients. Job tasks The successful candidate will carry out the responsibilities of recruitment processes from start to the end and specific tasks are: a) Advertising: carrying out job advertisements for the company’s clients b) Searching and Selection: searching for applicants as well as shortlisting those who would be assessed to fill vacancies of jobs advertised. c) Head hunting: searching for persons that could potentially perform in available job vacancies such as sending emails or directing online traffic to the HR GO recruitment services. d) Qualifying and Assessing Candidates through to Placement: the candidate would check for qualifications of applicants versus those desired for jobs advertised and assess their capabilities to meet outlined tasks. In addition, the consultant would perform all functions of placing selected candidates to the hiring firms. 2.2 Personal specification Qualifications Persons with degree 2:1 qualifications and higher in any course are required. Possession of a business related degree such as human resource management, business administration, marketing and other similar subjects, with similar qualifications would have added advantage. Experience Hands on experience in recruitment practices and understanding of the market for recruitment firms Teamwork and the ability to work individually without supervision Experience in process of sales and marketing Added advantages for previous experiences in similar position of recruitment consultants Current or previous work responsibilities in highly customer based sales and marketing environments are highly preferable. Skills and knowledge Proven business development and coordination skills Knowledge in development of business network and relationships Knowledge and skills in computer based recruitment programs. Deep knowledge in the development and maintenance of recruitment database is more desirable. Knowledge in information technology relevant to the area of recruitment Proficient oral and written English skills Competencies Focused on attaining client satisfaction Business relations and networking abilities Excellent communication and interpersonal skills Talented and self-motivation capabilities Dedication, enthusiasm and success driven competences Consulting, negotiation and influential attributes Physical presentations and expression to audiences Proper time management and planning skills 3.0 Applicant’s curriculum vitae 3.1 CV Prisca Night 134 North Road Street London E: Priscanight@hotmail.com PERSONAL SUMMARY I am a dynamic, creative, industrious and self-motivated person with good interpersonal skills proficientcommunication abilities. In addition, I possessbusiness awareness, outstanding presentation, and organisational skills. I have determination to meet organizational targets in administration, sales, and customer satisfaction alongside personal goals that enhance successful recruitment exercises. PROFESSIONAL EXPERIENCE Recruitment competencies: Having in wide knowledge sector of recruitment. Experience recruiting for long and short term vacancies. Experienced in routine time planning. Have sales experience between businesses. Strong track record of customer and applicant control. Experience in sourcing from social media. CAREER HISTORY Jul 2012 – To date:        RECRUITMENT CONSULTANT            R.A Recruitment company Contacted clients to discuss about requirements for jobs offered and made follow ups to ensure those recruited joined employees successfully. Key Responsibilities: Helping clients apply for suitable vacancies. Developed and carried out job adverts. Conducting interviews over the phone with potential candidates. Verification of applicants’ resumes. Screening, testing and evaluating candidates. Developing a rapport with interviewees. Receiving applicants CVs for the company. Representing company in recruitment drives. Attending networking functions to meet potential candidates. Updating the database for recruitment agency with the candidate details. Attending meetings recruitment meetings with clients. Ensuring the compliance to recruitment regulations. Advising people on career development. Establishing own database for customers and contacts. KEY SKILLS & EXPERTISE: Able to work under pressure. Exemplary interpersonal communication skills. Result oriented. Strong analytical skills. Confident and friendly when conversing with people. Fast and efficient. EDUCATION & QUALIFICATIONS 2008 – 2011:        2:1 BA Business Studies, Cambridge University.           REFERENCES – AVAILABLE AS REQUEST 4.0 Criteria for assessment and measures 4.1 Criteria for Assessments for job interview a) Exhibits sense of client satisfaction b) Exhibits interpersonal relations and communication capabilities c) Exhibits team work and individual working capabilities d) Exhibits necessary time management and planning skills e) Exhibits confidence in presentation and self-motivation f) Exhibits independent decision-making 4.2 Criteria measures Criteria High (3 points) Average (2 points) Low (1 point) a) Client satisfaction Shows high priority for client satisfactions as core to the success in the business. Gives many ways to attain client satisfaction in recruitment firms. Clearly explains how these ways can be achieved. Shows reduced priority to satisfy clients as related business success. Identifies fewer ways to attain customer satisfaction in recruitment firms with some unclear explanations. Shows little need for client satisfaction related to the success of a business. Gives few or shows no idea for ways to achieve client satisfaction in recruitment firms and is unable to give meaningful explanations to the interviewer. b) Communication/ interpersonal relations Demonstrates command in use of English throughthe right selection of words and quick responses to the interviewer. Maintains language proficiency throughout the interview process and strongly engages the interviews in highly friendly manner. Demonstrates command in using English, but is not spontaneous in responses. Shows few problems in decoding interviewee questions accurately and difficulties in maintaining the flow of responses. Shows little capabilities to engage the interviewee in friendly manners. Has alittle flow in communicating in English and very a poor selection of words in responses. Cannot decode more many questions of interviewee accurately and gives less relevant responses. Unable to engage the interviewee in a warm, friendly manner. c) Team and individual work Shows importance of teamwork to organizations by citing many benefits. Has strong sense to act in teams with more individual responsibilities. Has confidence to work without supervision and deliver desired results. Shows importance of teamwork to businesses, but mentions few benefits. Shows less confidence to work individually and would seek assistance of team members in many instances. Shows team work may be helpful in an organization and cites very few or no benefits. Prefers working in groups over individual tasks and hence less able to work without supervision. d) Time management and planning Shows high capabilities of time management by answering questions within set time durations. Shows good planning capabilities by describing plans in a work environment and personal life that with high sense of saving time such as innovative tactics. Shows less capabilities of time management and takes longer time in answering questions. Shows less planning capabilities by giving shallow plans in workplaces with less conscience of time or tactics to save time. Demonstrates little capabilities to manage time and takes longer time to answer questions. Has poor planning skills and describes few plans for the work environment which are overly not based on time or tactics to save time. e)Presentation and self-motivation Shows confidence in presentation by maintaining eye contact besides being relaxed. Ensures decent physical presentation. Demonstrates high self-motivation to overcome work challenges and initiative to undertake more responsibilities. Shows reduced confidence by failing to maintain eye contact throughout the interview period. Demonstrates good physical presentation. Demonstrates a sense of self-motivation to overcome work challenges and is less initiative to undertake more responsibilities. Generally, exhibits lack of confidence and barely keeps eye contact with the interviewer. Shows a poor effort for physical presentation. Exhibits low motivation to overcome challenges in the workplace and has no initiative to take more work responsibilities. f) Decision making Shows evidence of making independent decisions while following guidelines in companies with little wayward influence of other people. Could adapt easily in work teams and give strong contributions. Gives some evidence for independent decisions made while following set guidelines and would consult with others before making decision. Would readily adapt in work groups but give little contribution. Gives evidence of inability to make decisions independently and has to rely on others. Would easily adapt in groups, but gives no significant contributions. 5. Possible questions for the criteria of assessing candidates during Interview A. Client satisfaction a) What would you prioritize in a business work environment: profit maximization, or good employee relationships or client satisfaction, and why? b) In what ways do you think client satisfaction if important to a business? B. Communication and interpersonal relations a) What is the importance of good communication in work environments? b) Describe the concept of having interpersonal relations in business work environment and any benefits or shortcomings? C. Team and individual work a) What is the importance of team work for a business and an individual? b) Do you prefer working in a team or as an individual or both? D. Time management and planning a) Within duration of two minutes, briefly describe the idea of time management and give some benefits to an individual or business? b) Describe some plans for activities you would do in a workplace of your choice? E. Presentation and self-motivation a) What are some of good presentation and expression issues you would consider when dealing with clients? b) How would you use motivation to overcome challenges in the work environment? F. Decision making a) What criteria would you use to make decisions in recruitment work environment? b) How would you describe your capabilities get along in a work group and give some contributions you made in earlier team you were involved? Bibliography Gusdorf, M. (2008). Recruitment and Selection: Hiring the Right Person. Society For Human Resources Management. http://www.shrm.org/education/hreducation/documents/recruitment%20and%20selection%20im.pdf. accessed 8 May 2015. JIK Software Ltd. (2015). Recruitment Consultant. JobInKent.com. Available: http://www.jobsinkent.com/job/659087/ last accessed 8 May 2015. Smith, M., (2011). Fundamentals Of Management. 2nd Revised edition Edition. McGraw-Hill Higher Education. UC. (2015). Recruitment & Selection Hiring Process. University of California. http://hr.ucr.edu/recruitment/guidelines/process.html accessed 8 May 2015. UO. (2015). Guidelines for Recruitment and Selection. University of Oregon. http://hr.uoregon.edu/recruit/recruitment-and-selection/guidelines-recruitment-and-selection accessed 8 May 2015. Read More