Working with Convolo: An Insider's View
Choosing the right recruiter for you is really important, both as a candidate (when you’re looking for a job), and as a client (when you’re looking to hire). Our HR & Recruitment Specialist, Ruth, does things a little differently to make sure everyone involved walks away happy. Here is what you can expect when you work with Convolo…
It’s really important to know your candidates well, so I will always conduct an extensive registration which lasts at least 40 minutes. I will ask a lot of questions so I can find the right job for my candidates, it’s not just about salary. Get ready for questions like:
- What motivates you?
- Why are you looking for work?
- What do you do outside of work?
- What is your personal life like?
- Do you have any hobbies?
- What is important to you?
Counter offer advice
Especially if salary is the main driver for getting a new job, I will always encourage my candidates to go back to their Hiring Manager to check whether a pay rise is due or not. I like to make sure that my candidates get what they want, so it’s important to double check if their needs can be met with their current employer.
If I don’t have the capacity to help a candidate or know that I can’t offer the best service, I will refer them to another recruiter who I know will do a good job. I would rather promote a good service and encourage agencies to work together and ethically.
I will always explain to my candidates how recruiters work if they aren’t sure. We don’t have the ability to recruit for all of the jobs out there. We have to pitch ourselves to get jobs, and then find the right candidate. It really helps when candidates know the process I go through to find jobs as it means we can work together.
Face to face
Before Covid came along, face to face meetings would often help to set me apart from my competitors. As soon as it is safe to do so, I will be bringing these back into my process. I like to see clients at the working environment as I can get an idea of the team fit, the atmosphere at the workplace, and the personality type that would suit the role. Face to face meetings are also important when working with candidates as they help to build a report.
I will turn down clients (employers) if I don’t feel they are the right fit for my services, or if they’re not a company that I would recommend personally. Outside of Covid, I will always push to see the working environment and won’t often represent clients if I am unable to get a feel for the workplace (unless they have a valid reason or it isn’t possible, of course).
If a client offers a job to one of my candidates and I know it’s not the right match, I won’t be afraid to let both parties know. I want to make sure I am creating long-lasting professional matches for both my clients and candidates, I am not about ‘quick wins’ if they are not the ‘right’ wins.
I can’t guarantee that I will get you a job or that I will find you the perfect candidate, and so I won’t ever tell you that. I will work as hard as I can to find you the best fit, but I won’t promise something that I can’t deliver.
Fortnightly catch ups
I love to encourage fortnightly catch ups as it helps to keep everyone on the same page and updated with progress. I will hold my hands up though and say if you don’t hear from me on the day that you should, please call me instead! Recruiters are busy, it’s the name of the game, but I welcome calls from my clients and candidates to discuss progress.
I want to give my candidates the best chance possible to find a job. And in the current climate, there are more candidates than jobs. I don’t ask candidates for exclusivity, in fact I encourage them to sign up with a couple more recruiters to make sure they have the best chance possible. You can find out more about how many agencies to sign up to in our ‘working with recruiters’ blog post.
CVs and spec blurbs
I won’t ever send a CV unless I have full permission to do so. I often create a paragraph using the content from the interview questions I asked the candidate at their registration to sell the candidate to a client. When the client sees this spec and wants more information about my candidate, I will then call them to check they are happy with me sending their CV over. I make sure I protect my candidates and always keep them updated at each stage of the process.
“Ruth has been helping me secure a new permanent position in 2021. Speaking with Ruth is refreshing; with other recruiters I’ve often felt a rush to get off the phone and some negativity when you don’t answer questions in the way a recruiter would like… but Ruth shows 100% positivity and is generous with her time and updates. I feel as though she’s backing me all the way, without being pushy. I’d be more than happy for Ruth to represent me in future roles.”
Senior Project Manager