Competencies of a recruitment consultant

5/12 – Meeting Goals


Part 5 of our mini series ‘Competencies of a recruitment consultant’ is going to cover sales opportunities and aid both managers and consultants in the recruitment industry. 

A ‘goal’ is described in the dictionary as ‘the purpose toward which an endeavour is directed; an objective’. So, meeting that goal is achieving that purpose… always a great feeling. For recruiters this typically means finding ‘people for jobs and jobs for people’.

So how many consultants actually set themselves goals?

The majority of recruitment companies set their staff revenue targets, some will then set KPIs and performance objectives, but leave their consultants to work out how they are going to achieve them. There’s no wrong or right way to go about things – as long as the consultant has clear objectives to achieve with specific timelines and mini targets along the way to make sure that they know they are on the right track. 

I do a lot of performance management training and I would say the consistent factor that I come across with businesses is that although there are goals set, there are no consequences for NOT meeting those goals. Is this your business too? People therefore tend to see ‘performance management’ as something that happens when someone’s not doing so well. No wonder it’s not seen in a positive light by all. PM should be a consistent throughout the business to support everyone daily in achieving their goals – whatever they are.

“The purpose for a recruitment consultant is maintain urgency in their decision making process, in particular that of day to day tasks and implementing the activity consistently to achieve the overall goals longer term.”

Questions to determine the meeting goals competence

Tell me about a time when you have had to make an urgent decision:

  1. What happened?
  2. How did you come to make the decision that you did?
  3. How did your decision impact on your business/team?

Give an example of a time when you have successfully achieved a difficult goal?

1. What decision making process did you go through?

2. What action did you take?

3. How did you communicate that action to others?

Explain about a time when you have had to make a difficult decision to achieve one of your goals:

1. What happened?

2. How did you communicate the decision to the people it affected?

3. How did you display urgency in the process?

High level of competence shown:

1.  Maintains pace and urgency throughout the decision making process, with attention to the end result foremost in their mind

2. Identifies potential opportunities to take decisions and takes immediate action

3. Engages others by offering alternatives prior to the decision making process through use of knowledge of the clients business and the market place


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About the Author

Angela Cripps is a globally experienced trainer, Managing Director of the Recruiting Gym, management consultant, executive coach, board advisor, mentor and performance specialist who has been working within the recruitment industry for over 30 years.  

Her aim is to make companies more successful and profitable through the development of their people and processes – with a current focus on APac companies. She has worked with over 150 SMEs throughout the world in 16 different countries and her LinkedIn recommendations are a testament to the impact she can have on a business.