Firstly, let’s look at the definition of recruitment; “Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs within an organisation. (Wikipedia)”
On this basis a ‘Recruiter’ would therefore be the person managing the relationship with their client and the organisations potential employees, a consultant if you like.
Speaking from the perspective of an experienced recruiter, this definition merely skims the surface. The role of a recruiter is so much more and as such requires many skills and attributes to fulfil the wishes of both their client and candidate.
There are many objectives to be met when successfully introducing a prospect to a client, and not just that of the recruiter. We need to think about the client/organisation, the candidate expectation, the company we are affiliated with and, ourselves. Relationships and reputations could so easily be compromised if values and processes are not respected and undertaken with an ethical approach.
The role of a recruiter is a complex one as there are multiple factors to consider such as; Communication, Listening, Relationships, Feedback, Negotiation, Timeframes…. And if each area of the process is not executed in a professional and respectful manner issues will undoubtedly arise and equally, as the recruiter you need to be able to multi-task, work smart and be on top of your game at all times.
Recruiters wear many hats; ‘sector specialist’, ‘trusted advisor, ‘confidant’, ‘recruitment partner’ and often ‘counsellor’! This may seem strange to those not familiar however when engaging with prospects about a position we are hiring for we must remember that to them this is an important decision and depending on the stage they are at in reaching their professional goals, will be a career defining move.
Equally for the client and organisation we are sourcing for, we must ensure to be delving deep when qualifying the job, the business, the team, the ‘ideal’ candidate for them.
Nurturing these relationships and treating the full 360 process with respect will ultimately define the reputation of a recruiter. Recruitment is not for the faint-hearted, but it’s exciting, fulfilling and really AWESOME when you deliver the news that you have got someone closer to their goal.
So, to go back to the title, who benefits from an ethical recruitment process? – Everyone involved.