Recruitment as a Career
Recruitment is a tough job. It comes with a lot of rejections and setbacks, and it can take a while to gain traction. This is always explained from the very first interview, yet some people expect to come in and immediately hit the ground running. Some of the top performers took several years to get to where they are, but this is often overlooked by new employees who want instant success.
Boys Club Misconception
There have been accusations that this is a boys' club when it comes to trips and incentives, but this is completely false. Most top performers have spent years working to reach the level they are at, so naturally, they are going to be ahead of trainees entering the business. Everyone is given the same opportunities to perform at their highest potential, and nothing is handed to anyone. Suggesting otherwise is an insult to those who have put in the effort. Looking at past company trips, there has always been an equal split of male and female employees. Some of our top performers past and present have been females.
Passwords Misconception
One of the biggest misconceptions is about being asked for personal passwords, which always relates back to LinkedIn. LinkedIn is an essential part of recruitment, and everyone is required to link their Reperio email with their LinkedIn profile to use the sales platform that the company invests in (To help us grow our individual desks). If someone has concerns about LinkedIn messages going to their work email, they can simply turn off notifications. The company has no access to personal passwords, and if that is a concern, then people should avoid using work equipment for personal use.
'LastPass' is used to keep our work passwords secure, so the company doesn’t have access to them. Each consultant has a master password that only they know, and without it, no one else can access their saved passwords.
No one cares about your personal passwords, but let’s use some common sense. You’re using a sales tool that Reperio invests a lot of money into for LinkedIn, and you’re representing the company when reaching out to candidates and clients. So, of course, your work email should be linked to your account.
Flexibility
The company is strict about working fully in the office, and this is clearly explained during the interview process. There are no hidden agendas. Office-based work is not for everyone, and if someone does not want that structure, they do not have to take the job. Some recruiters have left because they needed more flexibility (e.g., they’ve had children and cannot commit to being full-time in the office), and that is completely fine. There have also been complaints about not being able to work from home when sick, but this is a demanding job that requires focus. I know I would not be able to fully focus if I were sick, so I do not understand why this is such an issue.
Annual Leave
There have been some comments about annual leave, but sales roles in general tend to have less time off than other industries. Everyone receives a contract before joining, which clearly outlines all benefits. If someone was not happy with the leave policy, why accept the job in the first place? Recruitment is a sales-driven job, and if you are not working, you are not making money.
Lying to Candidates
A few comments have suggested that consultants are forced to lie to candidates about jobs, but this is simply not true. Recruiters do not lie about roles they are working on. The process involves approaching candidates with job opportunities that exist within active client companies or potential roles at businesses that are hiring. Recruiters then ask candidates if they would like representation for these positions.
KPIs in Recruitment
KPIs exist in any recruitment role for a reason. They provide clear targets for consultants to strive toward. The reality is simple. Those who put in the most effort achieve the best results. Numbers don’t lie. Our top performers consistently engage in the highest levels of activity compared to their colleagues.
There have been concerns that some KPIs are unattainable, leading junior recruiters to complete tasks just for the sake of meeting targets. However, if recruiters focus on executing what they have been trained to do rather than merely chasing numbers, they will naturally hit their KPIs without issue.
Overall
This is a sales-driven role. If someone is not performing, whether due to work ethic, the current market, or simply not being suited for recruitment, then unfortunately, they are not generating revenue for the company. That means some consultants will not last long-term. Everyone is given the opportunity to succeed, but it requires hard work, discipline, and consistently performing at a high level every single day. Some employees seem to forget that and become resentful when it does not work out for them.
The company invests heavily in its employees, but this is a sink-or-swim environment. It takes someone who is incredibly resilient and, most importantly, financially driven to do well here. This is not a typical nine-to-five job where you complete a few tasks and head home. Success in this role comes from going the extra mile and putting in the effort required to get the most out of the job.
If you have the hunger to earn six figures and are ready to put the work in, then this is a place for you. If you aren’t financially motivated, then you’re not going to enjoy the role or last long term. I’ve loved my time here, and the positives for me outweigh any negatives there may be.
I’ve got sympathy for those it hasn’t worked out for, but some people don’t help themselves by creating politics within the office and spending more time gossiping than doing their work.