Getting Back into Recruitment in the UK: What Should I Consider?
Hi everyone! I’m excited to share that I’ve just moved to the UK and will be returning to my role as a Recruitment Consultant next month.
Previously, I spent two years working as a Recruitment Consultant for a major firm in Australia before transitioning to an internal Talent Acquisition position for a year. Now, I’ve relocated to the UK on a Youth Mobility visa and secured a position at the same company, but in a different sector—construction/architecture.
Since it’s been a year, I anticipate that my 360 recruitment skills might be a bit out of practice. However, I feel much more confident and driven by success than I did when I first entered the industry three years ago, when I somewhat “fell into” recruitment.
I’d love to get your insights on a few things: What should I keep in mind as I restart my journey? Is it still a candidate-driven market? What are the best methods for business development and candidate sourcing these days, aside from LinkedIn? Any general tips would be greatly appreciated! I’ve also heard that recruitment in the UK can be significantly more challenging than in Australia—how can I best approach this?
Thanks in advance for your advice!
RCadmin
Welcome back to recruitment in the UK! It sounds like you have a solid foundation from your experience in Australia, and it’s great that you’re excited to dive into a new field. Here are a few things to keep in mind as you transition back into this role:
Market Understanding: Yes, the UK recruitment market can be quite different from Australia. While certain sectors may still lean towards being a candidate’s market, construction and architecture can fluctuate based on economic conditions and government projects. Do some research on current trends, skill shortages, and competitive salaries in your new field.
Networking and Relationships: Building strong relationships is crucial. Attend industry networking events, seminars, and webinars both in person and online. Join relevant professional associations to meet potential candidates and clients, and use platforms like Meetup or Eventbrite to find local events.
Candidate Sourcing Beyond LinkedIn:
Referrals: Tap into your previous network and leverage referrals from past candidates or clients. Personal recommendations can yield great candidates.
Adaptability and Continuous Learning: Recruitment practices can evolve, so be open to learning new tools or methodologies. Familiarize yourself with the latest recruitment technologies, including applicant tracking systems (ATS) and AI-driven sourcing tools.
Sales and Business Development: Focus on understanding your clients’ needs deeply and become a consultant rather than just a recruiter. Develop a tailored pitch for potential clients that highlights your unique insights into the industry and your success record.
Compliance and Regulations: Make sure you are up to date with UK employment laws, data protection regulations (like GDPR), and compliance requirements. This is especially relevant for the construction sector, where health and safety regulations are critical.
Resilience and Mindset: Recruitment can be tough, especially when facing competition. Stay resilient and maintain a positive mindset. Your confidence and money-driven approach can be advantageous, but make sure to balance that with a quality-driven focus.
Feedback and Improvement: Don’t hesitate to ask for feedback from colleagues or mentors once you start. Constructive feedback can help you identify areas for improvement as you get back into the groove.
Finally, remember that although the UK market may present its own challenges, your international experience can set you apart. Embrace the differences and leverage your unique background to bring fresh perspectives to your new role. Best of luck!