I maybe unique in coming into recruitment at an age that most career professions are already enjoying the fruits of a long career in industry. Having spent close to 40 years working my way through technical, marketing and sales management, I became a managing director, led a management buy-out of technology companies and then CEO of the holding company. After that, most would decide to call it a day. Not me – I decided to enter recruitment. One of my abiding interests throughout my career in industry was the process involved in career development & recruitment. After all, I have constantly been faced with the age-old number one management headache - attracting and retaining talent. At that time, if someone had asked me what I thought of the recruitment industry I would have said “huge fees, little value, little understanding of my industry or my business”. Needless to say I was thoroughly unimpressed – all recruiters seemed to do was poach my contacts, which I could do myself better, and with no fee. These sentiments were voiced by many of my colleagues in industry. A little harsh maybe, but unfortunately this is a view still widely held within the industry and if we are being honest, there is also some truth in it, despite tighter controls and regulations. Far too many recruitment companies employ consultants who believe that all they need to be successful is the gift of the gab, strong telesales abilities and a pushy personality. Knowledge of my industry? Understanding of the dynamics of the post from having worked in the roles he was now recruiting? Respect from clients from having worked in and amassed a track record of success? Very rarely. So what am I doing about it now I’m in the thick of the industry? I became a recruitment consultant three years ago, on the brink of retirement, to set up and run a specialist practice with the aim of challenging existing market misconceptions. We combine specialist industry knowledge with the ability to offer clients a full suite of ‘human capital solutions’ that show demonstrable financial and strategic benefits to their business. We have learned a valuable lesson and employ “industry veterans” now sit in all other vertical practices. I, for one, believe this is what clients really need and look for. Contributor: Adrian Rees is head of media recruitment at Ellis Fairbank
www.ellisfairbank.com For an in-depth look at how industry expertise can boost your recruitment practice, see our feature in the next issue of Recruiter, out 19 October.