Get Latest HR practices activities updates of Human resource at myhr online portal

Recruitment Consultant


What is Recruitment Consultant and their various work activities for IT and Non-IT jobs


Recruitment consultants work with companies to help them finding the right people for their Job positions. They also work for candidates to find a job also to find the role that is suitable for them. The key skill of a recruitment consultant is to meet the needs of both the client and the candidate to ensure the best mutual partnership. Recruiting is not simply a case of skills matching but of truly understanding the business and its culture, as well as the aspirations of the candidate towards the Jobs and opportunities.

1.   A recruitment consultant is responsible for helping employer clients to recruit staff for job  vacancies. These vacancies can be permanent or temporary roles.​

2.   Recruitment consultants develop an understanding of their client’s requirements, then identify  potential staff (candidates) through existing contacts or by advertising roles/headhunting  (executive search). They assess candidates’ skills through interviews, tests and background checks, and then make recommendations to their client.

3.   Consultants also provide advice to both clients and candidates on salary levels, training  requirements and career opportunities. Developing solid relationships with clients is integral to the  role.


Typical work activities

  1. Interviewing potential candidates
  2. A recruitment consultant’s role is demanding and diverse
  3. Using marketing and business knowledge to extend company contacts
  4. Identifying and evaluating employers’ recruitment needs.
  5. Monitoring candidates once placed.
  6. Negotiating terms of employment.
  7. Headhunting – identifying and approaching suitable candidates.
  8. Clarifying and negotiating salary and benefits relating to the role.
  9. Collecting  feedback from employers on the performance of candidates who have previously been placed with them
  10. Maintaining current records and personal statistics for review against performance targets.
  11. Documenting client’s details and vacancy requirements in a brief.


Challenges faced by Recruitment Consultant

  1. To maintain effectiveness and efficiency
  2. Maintain the customer relationship.
  3. Develop expertise in those strategic areas, where the consultants have not developed expertise when firm is focused and the consultant is a generalist.
  4. Reinforce and update knowledge and skills in the areas of focus of the firm when the firm is focused and the consultant is an expert.
  5. Provide the consultants exposure to areas where they do not have expertise in a non focused firm with expert consultant. Here, the long-term objective of the consulting firm is to operate in a wide range of sections/functions.
  6. Innovation and quality assurance are two key elements in the success of any consulting firm.
  7. Expose the consultants to all upcoming sectors/functions in a non-focused firm with generalist consultant.

Three key areas which every consultant should be well conversant

1.Knowledge and skills related to man-management

2.Business development, and quality assurance

3.Evaluation technique



Types of Employee Engagement Process implemented in the companies
Tools for Job Analysis
What Are the Benefits of a Performance Management System
What is the need of Performance Management?
How the job analysis can best benefit to the company
How to identify and apply performance management to get the best output from it?
What is the need of Performance Management?
Types of Employee Engagement Process implemented in the companies
Balance scorecard works excellent for strategic improvement of the Company.
Tools for Job Analysis
Balance scorecard is necessary for achieving Goals of performance management
What Are the Benefits of a Performance Management System