My 3 month update of being in Recruitment

Three months have flown by in my new role as legal resourcer at Temporis. It only seems the other week I was nervously (and excitedly) catching the bus to work on my first day, but at the same time that shyness feels a distant memory as I am now fully settled in my new role. I thought it fitting to do an update of how my experience as resourcer as adapted since my last blog two months ago, and I wanted to share some of the things I have learnt about recruitment (I say some, otherwise this blog would be more like a novel than a few paragraphs!)

So to highlight a few observations, the first of my improvements since month one, is due to the happy atmosphere in this office, it has allowed me to settle quickly and to be able to now confidently talk to existing candidates, and register new candidates. I am sure I am not alone as a new Resourcer to state that the thought of picking up the phone to register a candidate you have just sourced, and talk to them about their CV, and ideal roles, is pretty frightening. But with the support of my colleagues, I was soon up and running and confident enough to do my first Televet – which I’m happy to report was not as scary as I’d first imagined!

Now confident with candidate calls, it has made me even more aware of the importance of getting to know the person. For example, I have learnt a great deal about what attracts people to locuming. One candidate only locums so that they can travel in-between working, so that they can afford to visit the places they’ve always wanted to, and be able to know they can pick up work for a couple of weeks when they are back home planning their next trip abroad. (Which in my eyes, is a very good reason to locum!). Quite a number of our candidates prefer locum work because they like to be fully committed to their family needs, which could suit parents who use child support and need the flexibility, or it could be for other reasons, but in which locum work provides the flexibility of hours/days/number of weeks that the person requires for their personal situation.

I have learnt that this is really our priority, to get to know the candidate really well so that we can find them the ideal role that benefits them, and which fits around their lifestyle happily. This is why in our registrations and candidate catch up calls, we make sure that we take the time to get to know each individual and their ideal preferences for a role.

Another thing I have learnt about how we recruit is that we really are open and honest. A lot of people who find out you are in recruitment presume all agencies to be like some of the horror stories you regrettably hear about, but I do find it interesting where all this pre-judgement comes from. There is unfortunately prejudice and stereotypes everywhere, especially related to job roles, for example people say car salesman’s are snakes, or boring people are accountants (which with both I completely disagree with – and these examples are chosen completely at random), but unfortunately with anything in life people can voice negativity, and I believe the only way to stop pre-judgements is to keep an open mind and to realise the good people do in their individual roles. It doesn’t matter where you work as long as you are happy, as far as I’m concerned.

In relation to recruitment, I have learnt that the most successful candidates are the ones who are positive, open-minded, and willing to seek the help from a recruitment consultant in finding their ideal role. The positive candidates in the long run are the ones who reap the benefits, and it seems that the people who are negative about recruiters, and who are unwilling to share their thoughts and feelings on their ideal role when we register them, and chat to them about roles, are the people who unfortunately are only jeopardising the opportunity in finding their potential dream role.

Overall, my first three months in recruitment have been insightful, enjoyable, and I am very happy to be in this industry. Temporis Legal Recruitment’s priority really is for the candidate to be happy and content with their new role, and to make the process of finding work as stress-free as possible. The close relationships with each of our candidates is what sets us aside from other recruiters, and it is also how we deliver quality over quantity. So next time you hear or read a stereotype about recruitment, or any other career, maybe think it over and consider the positives that industry does, instead of focusing on any negatives. As positive thinking can only lead to positive outcomes.