Effective recruitment consultancy: beyond the ‘key competencies’

Anthony Haynes writes: In a previous post (3 Oct) I drew attention to an excellent series of blog posts by Angela Cripps, in which she outlined her effective recruitment consultancy in terms of the following competencies: (1) Planning; (2) Monitoring; (3) Analysing; (4) Identifying sales opportunities; (5) Meeting goals; (6) Building profitability; (7) Communication; (8) Responding to team priorities; (9) Developing others; (10) Developing long-term customer relationships; (11) Maintaining high performance; and (12) Perseverance.

As I said in that post, though the list is a good one, we find when we apply it to our work at FJWilson that the list doesn’t entirely capture our key competencies. So what’s missing?

Four things:

1. Developing partnerships;

2. Developing complementary services;

3. Developing and implementing strategy;

4. Through listening, research, and empathy, developing an in-depth, intuitive understanding of clients’ needs.

Though all of these are important, we suggest the fourth is the most fundamental.

In subsequent posts we’ll explore each of the above more fully to explain in the case of each item what exactly we mean and why it matters.

In the meantime. we’d welcome your feedback, In particular, what have we missed?

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