The First Deal
29 February 2012


Recruitment is a result’s driven business, while hard work and industriousness are integral, your ultimate goal is to fill a role through finding the “right” candidate. My obvious aim as a budding fresh-faced recruiter is to make that all important successful placement – the first deal.


This is easier said than done, first you must find a candidate that meets the criteria set out in the job description this entails rigorous interviewing in order to ascertain their suitability. It is important to note that the scrutiny of candidates is a two-way process, while it is your job to gauge whether or not a candidate is capable you also need to ensure that the candidate is actually interested in the role you are offering. It is vital that you build a rapport with the candidate as this helps you to build a relationship as you guide them through the application process.


Once the right candidates have been found, the next stage is the interviews and it is the recruiter’s responsibility to ensure that candidates are sufficiently prepared to give them the best possible chance of success. Again, relationships play a key part as you need to reinforce the candidate’s interest in the role and persuade them to attend, if you have built that rapport it is often easier to do.


Unfortunately, it is an occupational hazard that some candidates will be unsuccessful at interview and it is up to the recruiter to inform them of this. In my experience, this is the most difficult part of recruitment; however, it is best not to shy away from this because ultimately the relationship between recruiter and candidate should be based on respect and honesty and above all integrity.


While informing unsuccessful candidates is a real low point of the process, we cannot forget the ultimate aim of recruitment, the placing of candidates and informing a successful candidate that an offer will be made is a brilliant feeling. It is a culmination of a long process and the result of the relationship that a recruiter builds with a candidate. A change in career is not a decision that a person takes lightly and a recruiter must provide support to a candidate in order to see the relationship come to a natural conclusion. Once the offer is accepted and the deal made, the feeling is almost euphoric, it’s a great feeling to realise that you have made an indelible mark on a candidate’s life and career.


Once the “buzz” is over, the focus shifts back to the cycle. A good recruiter does not rest on their laurels; a good recruiter builds momentum and ensures sustainability by consistently delivering the right results. So while the first deal is a good excuse to celebrate, it’s always a good idea not to get carried away. In a sense it feels slightly like the statement that every individual has the potential to write one good novel; everybody probably has it in them to find and place one candidate. Maintaining that momentum is what sets you apart.