Lessons Learned in 30 years of recruitment

As we celebrate 30 years in recruitment, we’re reflecting on the challenges and valuable lessons that have shaped who we are today. Here are our lessons learned, each highlighting a truth we’ve discovered through thousands of conversations, hundreds of placements, highs and lows, and three decades of supporting people and businesses.

Gareth

1. A candidate who has a superb interview may not necessarily be the best person in the role. We have kissed a few frogs when we have hired recruitment consultants or Resourcers
2. Counter Offers:- Why does it take your notice to be handed in for an employer to realise your worth to the business. Are you just kicking the can down the road.
3. Recruitment and working with a good consultant save you time, stress, and should be seen as an investment not a cost but often a good history for placing good people is too easily seen as a cost that needs reducing.
4. Long recruitment processes mean losing the best candidates.
5. Recruiting a Managing Director is far Easier to find good candidates for than an Entry level Technical Support role for a manufacturer.
6. Recruitment is like taking a photograph, depending on the time that work on assignment the picture can look very different.
7. Accountability, we are human we make mistakes, but I would like to think the best way to handle mistakes are two own it rather than make excuses or pass the blame. I think when you point the finger of blame, three fingers point back at you and your thumb to external factors.
8. Being older doesn’t mean you’re more experienced. Being younger doesn’t mean your more motivated.

Jo

1. Do not just go off someone’s CV – the amount of candidates we have spoken to over the years who are fantastic at what they do, but not fantastic at writing a CV is a lot. As the recruiter we speak to the candidates and then can speak to the client and explain why this person should be seen even if the CV does not reflect it.
2. Perseverance is key – it is unlikely you will find the ideal candidate for a role on a job board or even on our database – at Sharples Davies our main success is headhunting and “interest assessing” tailoring the ideal candidate to ideal role.
3. Understanding the company’s culture – two manufacturers of the same building material with the same route to market can have two similar vacancies but the person for each role will be totally different due to the culture of the business and team – it is vital to understand this at the commencement of recruitment.
4. Clear interview timeframe – having dates for 1^st and 2^nd interview from the start allows candidate to plan around the dates, and also to manage their expectations when they know what the time frame will be

Jen

1. Do the right thing – candidates careers come first! 
2. It is ok to say no to a company which doesn’t align with our company values
3. Things go wrong – it’s fine, breathe, communicate and come up with a solution
4. Perseverance – The role which has been on for several months other recruiters have given up. Keep going!
5. Communication is key at all stages of the recruitment process
6. Manage expectations – honesty is key, don’t over sell and under deliver
7. Never write off recruiters! You never know when you may need us!

Brogan

1. First impressions matter more than you might think, whether its an email tone, a linkedin post or a handshake. People will remember how you came across and how you made them feel before they remember what came out your mouth.
2. Clear job briefs prevent confusion later. A well thought out, detailed job description is so important not only will it give the right information for the candidate but it will also make the whole process quicker as most questions that candidates have will be answered in the JD.
3. Confidence is contagious – if we believe in a candidate the client will and the candidate will believe in themselves more too.
4. Technology helps but nothing will replace human connection. AI is great to help with ideas and editing images but nothing will be able to beat people helping people and human interaction.
5. You have to work hard to gain trust. Recruiters have a bed rep and we have to work hard to prove to candidates and clients that we’re not part of the problem. All it takes is one bad agency to ruin the trust for others.
6. Patience is a virtue. I am a very impatient person, always have been. If anything having to wait for clients to get back to us and candidates to either answer their phones or email us back, has taught me to have a great deal of patience.
7. Geography. Before I started here, I wouldn’t be able to roughly pin point counties on a map. Now I’m still not great but I know where a fair few places are 😂 I’m sure with time I’ll get there.