Competencies of a recruitment consultant

8/12 – Team Priorities

This blog is written to aid both managers when recruiting and appraising staff and consultants in the recruitment industry, so that they can determine their own level of competence in what they do.

This is the 8th post in a series of twelve. For the links to previous competencies that I’ve already covered, please find them at the end.

‘Recruitment consultants are often described as ‘islands’ and can be seen as selfish. It’s important that you appreciate that you are part of a wider team’s performance and especially that of the company as a whole. We all need to be able to support each other to achieve the long-term goals. If you have very successful people in your company, then ask them for a half hour master class on their favourite topic. A bit of flattery always helps, but the key here is to take copious notes and see whether their techniques would work for you



The purpose for a recruitment consultant is to seek to maximise profitability of business by gaining absolute clarity on the customer’s needs and aim to deliver solutions that add real value in terms of speed and quality 

  1. Tell me about some of the ways you work within your team to ensure its success:
    1. What specifically do you do?
    2. How do you decide on what takes priority – your teams or your own work?
    3. What are the things that impact on your motivation most?
  1. Describe to me about some of the best teams that you have worked with:
    1. What specifically made them good teams?
    2. What part did you play in their success?
    3. What learning from these teams do you continue to apply?
  1. Tell us about a crisis or unplanned event that happened in the branch and the response of the team really impressed you?
    1. What made this incident a real crisis?
    2. What were your first thoughts?
    3. What specifically were you able to do to contribute to resolving the event?

High level of competence shown

  • Appreciates the need for a broader approach to business development encompassing the goals of the whole business
  • Is able to identify needs within the team and react accordingly through sharing information / knowledge
  • Appreciates the importance of the customers’ perception of the team’s business


Each week I’m tackling a new competency and I will follow the same format of purpose, questions and three examples of what a high level of that competency would look like.


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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.