How long does it take to find a new recruitment job?
Published: 22 Apr 2014 By DeeDee Doke
“I want a new job – and I want it now!” How many times have you said that to yourself, or to your friends and family?
Let’s say you’re a Recruitment Professional – working either in an in-house environment or in a recruitment consultancy – who wants to be in a new job within four to six weeks. Before you convince yourself that you can’t stay in your current role any longer, check out this advice from these leading expert ‘recruiters of recruiters’.
James Ballard, partner, Annapurna Recruitment Group (Annapurna HR):
“If somebody approached me about looking for an in-house resourcing role in four to six weeks I'd say, the market continues to improve, and it is a good sign for the market overall that there is an increasing number of roles in resourcing jobs market both in-house and in the agency space.
“The in-house market continues to improve, yet the market is still not such that if I were already in a role I would resign in the knowledge that a new role would be instantly guaranteed. That said, having worked with strong candidates recently who were active in the market they were pleasantly surprised by the number and quality of roles available to them both permanently and in the interim market.
“There is also an upsurge in the RPO [recruitment process outsourcing] space where I'm seeing salaries increasing to a point where they are competing with in-house roles for senior positions for the first time ever.
“Previously it would have been a logical move for a senior in-house professional to stay in-house or for a senior RPO figure to move to a more strategic in-house role. However as the market demands more of RPOs and the space gets increasingly competitive, I'm seeing the evolution of huge client director positions in the RPO space which offer truly strategic broad agendas and are tempting senior strategic in-house people in to them.
“A very interesting thing to see.
“So in conclusion, a good time to be looking for a move, for strong resourcing professionals. Certainly as strong a market as I've seen since Annapurna started.”
Tara Lescott, managing director, Recruiter Republic:
“In today's market the period between interview, offer and resignation can literally be as little as two days, so a timescale of four to six weeks is entirely possible. However, for someone to be that specific about timescales, unless there is a valid pressing reason such as a house move, would raise questions and concerns for us.
“The decision to make a positive career move is something that should be decided by factors other than time. To make a successful move you should establish the criteria for your next role, research the companies that can offer you the right environment, define your value proposition as an employee and spend time getting to know your potential future employers before making a final decision. This process can happen very quickly or several weeks depending on how much thought had already been put into it - but the timing should not be the dominant issue, achieving the right offer is.
“So my advice to Recruitment Consultants looking for a quick move is: by all means move quickly, the market can definitely support this, but please move for the right offer not the quickest offer.
“In many cases the companies that will invest the most in you have a longer process. The more they invest the greater the risk for them, they will want to be sure of their investment and if you are a high-calibre Recruiter, you will feel the same.
“Leaving your current role and investing your time and skills into another business should be considered carefully to ensure long-term success and happiness.”
Andrew Mountney, founding partner, Aspen In-House:
“Stop, take a step back.
“What would you say to a candidate whose main motivation was so short-term? In all seriousness, though, I can understand this driver if contracting or between roles but in the current market it's not one which will find you a great long term role -- particularly in-house.
“In-house processes, while slicker now than for some time are still typically three stages minimum (over a number of weeks) and that can include some contract positions.
“If you rush it's likely you are going to end up with a short-term role which may continue a pattern of engagements you are trying to break or if you're looking to move in-house from agency you're going to end up where you started, back in an agency who will move quicker.
“Consider what you want from a new role, work out what that means by talking to people in those roles, and then focus on getting that role -- not the timeframe -- if you can.”
Jeremy Thornton, co-founder of Oasis HR and founder of the HR Think Tank Series:
“My first step would be to qualify around the type of opportunity they’re hoping to secure; are they looking for a permanent or interim role? If it’s a permanent position, I would set the expectation that a window of four to six weeks might be a touch ambitious.
“However, depending on the time of year (if we’re not right in the middle of a festive period where annual leave rates rocket) clients might be able to move more quickly if the candidate is right and their schedule allows.
“From an interim perspective it’s a different story, we’re seeing recruiter roles move from candidate identification through to offer very quickly, where clients are typically only relying on a one-stage interview process.
“Secondly, the level of the recruitment position would obviously have a large bearing on the speed of the process. The recruitment process is going to be much more stringent if it’s a strategic, senior-level hire where multiple stakeholders need to be engaged throughout.
“So my key pieces of advice would be to:
· Make yourself available and be flexible; where possible, ensure you’re working to the time lines of the client to move the process along quickly
· Form strong relationships with a select group of specialist agencies who actually understand what you’re after in a new recruitment role
· Be open to interviewing over different mediums, such as Skype, to keep the pace of the process up
· Think realistically about your current notice period (should you already be in employment) - will it allow for a four-to-six week start date? If not, what’s your relationship like with your line-manager; do they know you’re on the job hunt and might they be willing to reduce your notice if the right opportunity came up?
· Update your CV and litter it with tangible evidence! Create different, tailored versions of your CV that will be ready to send out to the types of roles you’re interested in.”