Michael Page - Recruitment Consultant - Sector Agnostic

Role of a Recruitment Consultant in Michael Page:

- The role that we offer is rather unique because our model is quite different from most of our major competitors. The model followed by most of them is that there is a separate team which does the Business development & client engagement and another team which does the actual recruitment/sourcing of CVs/delivery. What we offer is a 360 degree role where the major responsibilities can be divided across 2 broad buckets. They are:

- Business Development/Account Management : Every consultant at Page has a weekly target of meeting active as well as passive candidates who we can potentially place. These candidates are our primary source of information regarding our industry- which company is hiring, where there is a restructuring happening, which candidate has left an organization to join a new one, hence creating a space where we can potentially pitch in our services for to fill. We use such leads to target companies to BD.

- To do that, we identify the right stakeholder within an organization to reach out to. Realistically, we need to identify multiple such stakeholders, as some of them might be gate keepers, others might be influencers and someone else might be the decision maker.

- There is cold calling involved here and you will have to be persistent and resilient to find out the coordinates of a stakeholder and then get a meeting out of him. Once we have got a meeting, you are encouraged to take with your manager or a senior stakeholder from Michael Page along, at least initially while you are still learning the ropes.

- We understand the current process the client has, identify gaps, if any, and pitch in our services to address those gaps. Post a discussion on the terms and conditions and negotiating the commercials, we get them to sign a contract, which allows us to work with them. Do note, that because we charge a premium for our services, there is a lot of value selling that goes in this phase.

- As and where applicable, we also cross sell or up sell and make sure that we keep our clients warm and engaged to ensure repeat business from them. Once we have a signed contract, the second bucket of your role starts.

- Recruitment/Delivery: Here you start off by taking a detailed job brief from the hiring manager or the HR for the role that you will be working on. You advise, consultant, define and get them to agree on the key criteria and parameters that you will be using to source candidates.

- Once that's done, you use multiple different methods to source said candidates- Our in-house database, referrals, job advert applicants, job boards such as LinkedIn, Naukri etc. You send a shortlist of candidates and run the entire process where you keep them engaged during the different interview processes that they will go through.

- It's imperative that at each stage you have a robust pipeline of candidates by sharing multiple shortlist which helps us to mitigate a situation where any candidate(s) opts out of the process at any stage due to any reason.

- After the candidate has been finalized and an offer ready to be rolled out, you do the offer negotiation with the candidate on behalf of the client so that all parties are on the same page and agree on a number. You manage the timelines of the candidate resigning from his current job, keep him engaged and look out for red flags while he is on his notice period so that he doesn't get retained and ensure he joins your client on the agreed date. Once the candidate has joined and the recruitment fees for the same has been paid for by the client is when your sales cycle ends.