Are you a good potential Recruitment consultant.
Most candidates have a sense of what it takes to be a success in a commercial world. It's difficult to be in the recruitment business and not be commercial, given the focus in many companies on the cost effectiveness of the hiring process. It's such a visible expenditure category for clients and yet is an activity that can’t be avoided, so the focus inevitably falls on qualitiy,understanding and getting it right first time.
The majority of CVs do not do justice to the candidates achievements; do not spell out what commercial impact they have made. And so it's difficult for the best to make themselves stand out from the rest.
Focus your expertise and be specific
The most common statements in CVs and interviews are quite general.
Focus more on the key metrics that define cost-effectiveness and an understanding of the resourcing process from start to finish.
A number of points to note.
Cover these in your CV.
Cost per hire
Time to hire (From start to finish)
Volume of hires
Quality and success of hires
Processing capacity of the recruitment team
These points cover both Quantitive and Qualititive areas.
These are often referred to but rarely quoted as measurable achievements, which is key to demonstrating commercial impact.
These areas will demonstrate your financial awareness.
Tips to improve impact and demonstrate your ROI (Return on Investment)
Statements of commercial impact.
Cost per hire:
Reduced cost per hire by 50%, from £900 to £450, in 12 months. (Time measurable)
Time to hire:
Reduced time to hire in income-generating roles by 9 days. efficiencies.
Quality and success of hires:
Improved first year retention by 150%. (Thus enhancing retention of clients)
Examples will give you the edge
Commercial achievements need to be quite specific. Being vague cannot only disadvantage a candidate compared to others, it can also paint a picture of poor business acumen.