Busting the myths around recruitment

In our latest blog, Gillian Nimmo who is a Director at ORB Executives, our Scottish division, reflects on the move she made into the recruitment industry three years ago and explains why it can be such a rewarding career if you adopt the right approach.

I have only worked in recruitment for three years and when I joined, I was extremely naïve to how the industry actually worked, how it was perceived and how I was going to fit in.

Prior to 2019, retail was what made me jump out of bed. Leading a team to deliver a strong and enjoyable customer journey through touch points where the ‘client’ voluntarily walked across your threshold to utilise your services and buy your product which I now know  is a very privileged position to be in.

My role in retail was to make sure that after choosing to come into my stores, my team provided a fun and easy experience that made shopping with us something that they woud want to do again and again and if we were really good, they would tell their friends about us.

But then I decided to leave a career of 25 years to start again and learn something new! I knew it would be challenging, however the biggest of these was the perception that was immediately bestowed upon me because of my new job title.

Sales and talking to people had been my life. Understanding needs, identifying what will be the best options, nurturing strong relationships and even making friends along the way. For me, a client who becomes a friend is the best measure of your integrity and credibility as an authentic and genuine individual. So why, when I spoke to potential clients in my new recruitment role, was I met with resistance, phones being put down on me, people moving away from me when they asked me what I do? I could not understand it.

Fast forward to now and after working as a recruitment consultant, recruitment manager and now a director, I have more insights and possibly overcome the biggest challenge of all - showcasing the value, features and benefits that working with a recruitment company can bring.

So, what has turned the perception of outsourcing recruitment so sour? Over the last few years, I have experienced a number of reasons for candidates and clients to shy away from us including:

• Cold calling that is not robust. Companies making calls to potential clients with little or no understanding of the business, what they do or having a USP to support the client.
• Pushy sales people offering in candidates that they think will be good for the business
• Little or no flexibility in terms or structure to meet the client’s business needs.

After almost a year of being in the position I have, there are key learnings that ensure that my team grow and gain their own success. These are:

• Business development does not mean sitting making 50 calls a day and being berated if you don’t - get out and meet new people. Meet business owners and entrepreneurs, then make friends. Business will organically come to you as you have shown a genuine interest in their business.
• Do not expect to gain clients overnight. Building relationships takes time and you need to showcase your integrity and credibility. Give people space and time to consider and make an objective judgement on who you are.
• Talk to potential clients about anything but recruitment. Find a common interest - dogs or rugby always work for me!
• Once you have a new client – go the extra mile. You have not bullied your way in, you have showcased your authenticity. Now go beyond and demonstrate your work ethic, due diligence and desire to be an extension of their team.

Since joining Orb, I can count the amount of ‘business development’ calls I have done on one hand, however lost count of the amount of interactions I have had with people who run their own business, are a senior decision maker or are able to open up my network.

I have watched multiple games of rugby, had silly nights in Café Royal (you know who you are) and ate ice cream in Leicester Square with my clients who all know that I am not a cowgirl out to make a fast buck.

There shouldn’t be any dark arts in recruitment. Be open, honest, genuine and create a working partnership that meets both business needs and with this comes growth, further opportunities and a trusted working relationship that drives a high performing team culture.