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When you start talking to potential candidates about a vacancy you have just started trying to recruit for, chances are most of the people you speak to didn’t apply for the role or if they did, they did so through a site like JobServe, without explicitly knowing the agency the job was posted by. Some of these people will come to know you quite well as they go through the interview process, receiving feedback and (hopefully) doing their contract negotiations through you when they are offered the job.

Others may not be suitable for or in

Recruitment is an industry almost as old as employment itself, it is one that has benefitted significantly from the technological advancements of the ‘information age’ – or ‘the last two decades’ if we’re going to use a less cheesy term for it. Because recruitment is all about people, the changes new technology has made to how we connect, communicate, and make information available to the world have revolutionised how we do things.

So, a client has just given confirmation that you can go ahead and start looking for candidates for a nice position. It’s time to start finding people who look like they might fit the bill. You have a recruitment database full of information about different people, which you can trawl to look for relevant people, and of course, all those CVs on the job sites you use.
This is something you do all the time, and you know it is a numbers game – of the people who haven’t specifically applied for this position, the vast majority of the people y

Social media is a massive part of life these days, with a lot of people finding out breaking news first from their Twitter feeds, and using social networks like Facebook as their primary means of connecting with everyone from their family and closest friends to acquaintances they haven’t seen in years – but who may be useful to know someday.

Disaster recovery is one of those terms that is often misunderstood. You may well be quite comfortable not having a detailed, thoroughly tested strategy in place for if your office is blown to smithereens, or swept away in a tsunami – after all, that time and money could be better spent dealing with things that are actually likely to happen. However, having some form of disaster recovery and business continuity plan could really save your agency – and in events far more probable than fires, floods or war raging in the town you work in.

When you work with a team of people, it obviously pays off if everybody knows and trusts each other, and has spent some time doing some things together that allow people to bond outside of the jobs you all do every day. Team building events have become a business staple because of this, and whether you work for a small agency or a big recruitment consultancy, you’re likely to either have to go to or organise these kinds of things a few times a year.
However, there are some concepts for team building that are so dated, uncomfortable, or ju

It’s a fact of working as a recruiter that a lot of the emails you send out to try and find potential candidates are not going to be 100% relevant to their recipients. Most professionals accept the slightly off emails, for example getting an e-mail about a contract as a Ruby developer when you’re a Python developer, or an email about a job that is slightly too junior or senior for you. They don’t really think anything of them, and just delete them.However, when people get comically irrelevant jobs emailed to them by recruiters, they tend to

You know those innocuous mailshots you send out once you’ve filtered the relevant potential candidates for a new role from your recruitment database? They seem like something it’d be pretty hard to mess up, right? A brief message to the recipient introducing the role, the summarised job description, and then a call to action asking them to get in touch if interested. However, there are some subtle things that can appear in these emails that can put people off either the job, or applying for it through you, that you may not have thought of.

When you are posting jobs on job boards and websites, or emailing potential candidates from your hiring database with details of a new role your clients want you to find people to fill, it can be surprisingly easy to include buzzwords that are either worthless in convincing your target audience that this job is for them, or can actually be obnoxious and off putting. Nobody likes cheesy sales speak from businesses, and it is the same deal with job descriptions.

Headhunting can be far more challenging than finding candidates from the active jobseekers in your recruitment database, but can often be the way to find people your clients will be really excited about hiring. Generally, to headhunt means to get in touch with someone who is already working in a similar position or industry, and to try and lure them into considering a job with your recruiting client.

This means you need several skills – researching, to find targets, pitching, to encourage interest in your vacancy, and the subtlety to k