Today’s post is from Nerissa Reyes from AVANTI People Partnership International in Manila, Philippines. Nerissa is currently serving as chairman-elect on the NPAworldwide board of directors and was previously both secretary/treasurer and a regional director for the recruitment network. She lives and works across several countries including Jakarta, Sydney, London, and Manila.
AVANTI People Partnership provides executive search and staffing for various multinational companies across functions. In the fast-growing “business process outsourcing” arena, AVANTI provides cross-border recruitment solutions on a global scale.
Did we ever go to university thinking we would like to be a recruitment consultant? It does not follow a prestigious degree like law, doctor, accountant.
So why do we do this? Why did I become a recruitment consultant after obtaining a professional qualification in accountancy? Did I see this as an interim job? Why did it last for 20 years? Accountancy is a good discipline, but dealing with people provides deeper gratification & meaning to everyday life.
But can we make a recruitment firm sustainable and built to last? I believe if the leader of the company follows through with a vision/ mission that goes beyond themselves, the business can continue to prosper. A recruitment firm that follows a culture according to authentic personal values is reflected through the recruitment staff & appreciated by candidates. The clients see your difference and offer repeat business. A network of associates sharing similar values expand the business.
Maintain a culture of authenticity. A values-grounded management is truly concerned about the welfare of staff. The head of a small recruitment firm sets the vision and determines the working environment. Walk the talk in the workplace and the recruitment staff will care for the company like their own.
After 20 years in the industry, our legacy lives on. I recently opened a Facebook posting from the company’s first group of recruitment consultants, a team photo in our first office with the caption, “the good old days.” Our consultants have moved on, but the learning and experience is something they will carry with them…and they are always proud to have been part of the team and eager to refer repeat business.
Nowadays, we are tempted to make shortcuts. Clients push us to do mass production and treat candidates like a commodity. Nevertheless, our core values as recruitment consultants should not be compromised in the process. The recruitment process is not just about the KPI’s…it’s about the person. Unlike any other business it affects people’s long-term careers and livelihoods.
Do not be afraid to tell the truth about employment market conditions. If we have reservations about a client’s cultural fit with a candidate & vice versa, we should be in a position to provide relevant, sincere advice. Remember, relationships are long-term…we may miss this placement opportunity, but it comes back a hundredfold. Ultimately, they appreciate the honesty. This is our main differentiation over searches done just using technology tools.
No task is ever so daunting if we maintain that authenticity in the recruitment workplace. Our recruitment company will take on the challenges brought about by the industry ups and downs. But we will be “built to last” because our core values are grounded.
“The only truly reliable source of stability is a strong inner core and the willingness to change and adapt everything except that core.”
― James C. Collins, Built to Last: Successful Habits of Visionary Companies
I recently attended the National Association of Personnel Services (NAPS360.org) conference in Boston. If you are a recruiter serious about your trade, you should belong to NAPS (your industry’s trade association). You can learn much from attending the conferences because there is considerable focus on training. It is some super content delivered by real recruiters!
