Programme One. Your Introduction to Recruitment.
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Summary. 1. What are the benefits of working in recruitment? 2. What does a typical day as a recruiter look like? 3. What are recruitment firms looking for? 4. Why sign up to Programme One? 5. Who are the partner agencies? 6. How will Programme One support you in your career? 7. Recruitment career - FAQs 8. Useful recruitment terms to understand
What are the benefits of working in recruitment?
You would be joining an innovative sector; our partners are growing quickly and with this success comes opportunity: Reward opportunities from team of the month lunches, to quarterly top performers clubs, to super trips – there’s so much opportunity and fun awaiting you! Career development opportunities into market-leading billers (£1m a year – imagine the commission on that!) and management roles where you'll be leading highperformance teams High earning potential with average on targets earnings of; Year 1 £30k – £50K Year 2 £50k – £80k Year 3 £100K+ Throughout your career you will be supported with excellent training within progressive working environments. Competitive employee benefits Utilising market leading technology Corporate Social Responsibility (CSR) / Social Impact - all our partners have charities they support and internal teams focused on CSR work Wellbeing support from EAP to Mental Health First Aiders, to Mental Health networks, to awareness talks – work for organisations who care about you. Diversity and Inclusion - as you can see by the commitment made in signing up to Programme One, D&I is on the agenda for all our partners. As recruiters, we’re lucky to be able to influence the clients we work with and support them in ensuring they follow best practice, as well as challenging and changing how they go about finding and securing their top talent!
What does a typical day as a recruiter look like?
"It's all about placing as many people as possible. Your company doesn't get paid unless you make placements"
Your day will include: Winning new business by cold calling, meeting and networking with key clients Developing client relationships by calling hiring managers Sourcing candidates by headhunting, advertising, networking and utilising your companies candidate database Vetting candidates by speaking over the phone, meeting on teams and face to face Matching the best candidates to what your clients needs Managing the interview process from start to finish; from preparing your candidates for their interviews, to taking and relaying feedback from your client and candidates Negotiating rates, fees, terms of business and offers – your job is to work commercially to negotiate competitive rates Handling objections – there will be lots of these, from clients and candidates being too busy to speak, to clients not having enough budget to secure the person they want . You will need to think on your feet and be able to influence people! You will be working in a sales role, with the aim of generating and winning business, finding the best talent for your clients, and generating revenue for your organisation. Click here to hear from some of our partner agencies market leading recruiters
What are the recruitment firms looking for?
Skills Someone who understands they will be working in sales and is excited by the opportunity that provides! Has an excellent attitude – from working with your team, to representing your organisation's brand, to being an extension of your clients brand – having the right mindset and approach in recruitment is essential Excellent communication skills (written and verbal)– you need to be clear, concise and engaging! Growth mindset – recruitment is a steep learning curve. You need to have the mindset of wanting to get better every day! Ability to influence people Excellent problem-solving skills Resilience - you will get a lot of no's before you get your yes's! Self management Entrepreneurial thinking - you need to be able to think on your feet If you recognise yourself in the following statements, let's talk! I want a challenge I want to bel able to progress my career quickly I am very money-motivated I want to be rewarded for my hard work I am excited by the idea of uncapped commission I want to work in one of the UK’s biggest industries I want to work in a dynamic, exciting environment
Why sign up to Programme One?
Programme One is partnered with award-winning recruitment agencies who all share the same initiative to address the underrepresentation of black talent within our sector It has the power to open doors and connect you to a recruitment company that can provide you with the opportunity to have a great career! The potential rewards of working in recruitment are huge! Entry level candidates start on a £20-25k salary You’ll typically make at least £40k in your first year, with the best entry-level people able to earn six-figures! Many recruitment trainees have reached Director level at their respective companies within five years! If you sign up to Programme One and secure a job, you'll be offered the opportunity to take part in the mentoring programme to provide you support as you start your career
Let's unlock your future. Starting now.
Who are the partner agencies?
Click on the logos to visit each partner agency's website!
At every interview, you will need to provide evidence that you have given a career in recruitment some serious thought Interviewers from the partner organisations will expect you to know a little (or even a lot) about who they are (check out their websites!) and what the day-to-day role of a recruitment consultant involves
Award Winning Recruitment Agencies
11investments: The Sunday Times Best Places to Work 2023 Aspire: Best Small Companies to work for in the UK 2018 Bruin: Diversity and Inclusion 2020 and 2019, Tiara Recruitment Awards Charlton Morris: 16th Best Small Company to Work for in the UK, Great Place to Work Awards Deverell Smith: 7th on 'The UK's 100 Best Small companies to work for 2022, Recruiter Awards Franklin Fitch: Best IT/Technology Recruitment Agency at the 2020, Recruiter Awards Goodman Masson: Recruitment Agency of the Year 2021, Recruiter Awards Gravitas Group: Best Medium Recruitment Business at the Global 2021, Recruiter Awards La Fosse: Best Tech Recruiter. UK Business Tech Awards 2022 Meet: Shortlisted for ‘Best Newcomer’ 2018, Investors in People Awards Precision Resource Group: Finalists for Best companies in Bristol 2022, Bristol Life Awards Signify Technology: Small Recruitment Agency of the Year 2021, Recruiter Awards Spencer Ogden: The Best and Brightest in Wellness, 2021
Joining a growing, innovative sector.
How will Programme One support you in your career?
You are joining organisations which have made key commitments to D&I.
Programme One will offer you the chance to have a mentor outside of the organisation you join. This will be a senior leader in one of the member organisations. Each session will last for one hour and run over a course of 12 months You are joining organisations which have made key commitments to D&I , have first rate training and some of the best recruiters working for them! We also have useful resources to help you through your interview processes: How to write your CV How to prepare for an interview
Recruitment FAQs
What is the difference between external and internal recruitment? Internal Recruiters only recruit for the business they are part of are given business internally by key stakeholders/ line managers can’t turn down work because the salary is too low External Recruiters recruit for a range of clients win business from external line managers can advise their clients that the salary they are going to market with is too low and explain they’d need the salary to be in line with market rates in order to work a job Typically external recruiters will earn much more, as you are generating revenue for your business whereas internal recruiters are finding top talent, but not directly generating revenue Internal recruiters may work with external recruiters to help them recruit highly specialists roles
What is the difference between working in Marketing / HR / PR and external recruitment? External recruitment is a sales role and typically you will earn a lot more money as a recruiter
How will I be supported in learning how to become a Recruitment Consultant? Each of our partners have a proven track record of taking on entry level consultants and training them up to be some of the best consultants working in recruitment! You will be supported with official training programmes and on desk feedback from your Manager and trainers You will be working alongside and learning from high performing consultants You will have class-room style training and tailored courses for your market specialism
What does it take to be successful? You need to have excellent communication skills To succeed you need to be prepared to work hard and learn! You need resilience. When you face rejection from a client / candidates, you will need to be able to go again and again and again....until you succeed! You need to know its going to be a steep learning curve and take time to become a great recruiter It’s a high-pressured, competitive environment You need to be prepared to make cold calls
Recruitment FAQs
I’ve read that sales and recruitment can have high turnovers – why is this? Recruitment is a fast-paced, high pressured environment to work in and it’s not for everyone You will need to hit weekly targets and be able to work well under pressure and have the tenacity and resilience to keep working hard, even when it feels like you are not being successful at first Whilst recruitment can look easy – it isn’t. There’s a lot of sales and influencing skills recruitment consultant use(The best ones make it look easy) It takes lots of patience, practice, openness to learning and hard work! When the going gets tough, lots of people decide they want an easier job (9-5, no targets, no rejection) – recruitment isn’t that You need the hunger to go the extra mile. If your client calls you at 5pm and needs someone at short notice to make the placement, you might have to work later in order to connect with the best candidates before any competitors If you have what it takes, recruitment is a fantastic career and we want to hear from you!
Is it really true you can earn 100K in your first years in recruitment? Yes, some entry level Consultants will performer really quickly and the great thing about recruitment is the better you do, the more you earn and there is no cap on this!
Do I need a CV to apply? You can apply to Programme One without a CV. If you do have one, we would recommend adding this, as it’s a good chance to show off your experience (see our CV guide on page 17)
Do the Programme One recruitment agencies support flexible working? Yes, generally speaking, recruitment is a dynamic, innovative, fun sector. We speak to clients across the market and need to lead by example in topics affecting talent attraction!
Useful recruitment terms
180 recruitment – this is when you do half of the job; either just calling clients / just calling candidates 360 recruitment – this is when you are responsible for the fill recruitment cycle; from candidate generation through to placement Active candidate – when someone is actively looking for their next / a new role Passive candidate – where someone is happy in their current job and not actively looking for work Business Development / BD Calls – another term for calling clients. It incorporates both cold and warm sales calls. Candidates – people looking for jobs / you can convince to move jobs Clients – companies you're targeting / working with Closed questions – "do you", "could you", "would you", "should you", "can you" – typically people can answer these questions with a simile “ yes or no” e.g. “Can you speak later?” – “no” Cold Calling – this is when you call a business / person who you haven’t previously spoken to and they are most likely to not know your organisation. Typically, these can be some of the harder sales calls to make. You need to convince the person you are calling that you are worth listening to! The aim of cold calling is to get the person to commit to using your service / meeting you so you can build and develop a relationship with you so that they choose to work with you Cold clients – clients you / your organisation haven’t yet worked with before Commission – the money you make in addition to your salary. In recruitment people will earn a large percentage of their total take home pay from their commission Contacts – hiring managers you are working with / calling Counter offer – when you offer a candidate a job and they receive another (usually better) offer from their current employer Desk – this refers to the clients you are responsible for – it may be a list of key clients, clients in a certain location, clients who your organisation has worked with, clients in a specialist field e.g. Media Finance Clients Fixed Term Contract / FTC– when someone is employed and paid a salary for a fixed period of time e.g. someone might work on a 9 month FTC to cover parental leave. Their salary would be pro rated for the time they are working. If they were paid £120,000 for a full time permanent role, they would be paid £90,000 for a 9 month contact Headhunting – similar to cold calling, but focused on people you are trying to convince to be interested in a job vacancy you are working on. These people are likely to be in work, happy in there role and you need to convince them that your opportunity is one they should consider! Inbound calls – these are calls that come into you – such as a candidate who is calling to see if you an help them secure their next role, or a client who is calling to ask you to help them recruit KPIs / Key Performance Indicators – these are key targets that you will need to achieve each week / month e.g. client calls, candidate calls, placements, client meetings
Useful recruitment terms
Margin – the money you make from placing someone into a client Market – usually used to refer to a section of the economy that you focus on e.g. your market could be the NHS, or it could be Technology recruitment across the NHS Market updates - a summary of key trends going on / you are aware of e.g. general market update – the market is really busy with job opportunities 20% higher than they were last quarter e.g. specific market updates – we’re partially busy with interim financial accountant job opportunities at the moment because lots of organisations are busy with year end and need support Open Questions – "who", "what", "when", "where", "why" – a technique recruiters use to encourage the person they are speaking to to give them a more detailed answer e.g. “when can you speak later?” – “I can only speak after 6pm” Outbound calls – these are calls that you will makes to clients / contact / candidates Permanent Recruitment - hiring / finding a job for someone who is on a salary and will be a member of the company they are joining / working for Rapport – this is where you build relationships with people RPO / Recruitment Process Outsourcing - where an organisation outsources (gives another organisation) responsibility for managing their recruitment Target clients – clients you are specifically targeting Targets – these are certain parts of the job that you have to hit each week. eg. 100 cold calls, 10 candidates meetings Temp - a interim / temporary candidate who is placed by you at one of your clients Temporary / Interim Recruitment – when someone is paid on a hourly / daily rate and not a full time employee for the organisation they are working for. Typically hired when an organisation needs extra support / cover / a specialists skillset they don’t already have. Some interim candidates are career contractors and will only work on an interim basis As a recruiter you will make an hourly / daily margin when your interim candidates/ temp is working Vetting – you will assess how suitable a candidates is for you to work with. You will assess this by interviewing them either on the phone, face to face or on teams. Warm clients – clients your organisation has already worked with