skip to main page content
Frequently Asked Questions
What is Recruitment?
Recruitment is the process by which a person is placed or hired into a particular job. It is an aspect of the business world that is an absolute necessity! Just think, when your business starts to grow, what is the first thing you need to do? Recruit and hire new employees! Recruitment is not limited to just one sector; every industry has a recruitment need and it is the job of Recruitment Consultants to satisfy and fill that need. As a Recruitment Consultant, you will develop a special relationship with your client to fully understand their specific company culture and who their ideal candidate will be.
What is Retained Search?
Retained search is usually synonymous with companies that are involved in Executive Search. In retained search, the client pays upfront for a certain percentage of the project. Usually, the relationship between recruitment consultants and their clients within a retained search environment is extremely strong. These consultants know exactly what the client’s needs are, and clients are happy to pay a larger fee for their exclusivity because their candidates are top experts of their subject matter.
What is Contingency Recruitment?
Contingency recruitment is the most common style of recruitment within the industry. In this style of recruitment, consultants only get paid if their clients decide to hire the candidate that they put forward. In contingency recruitment, there is usually a rebate period that the candidate must pass in order for you, as a Recruitment Consultant, to get paid. This means not only must the candidate be a perfect match for the client, but the client must also be a perfect match for the candidate!
What is Executive Search?
Executive search is a more specialized type of recruitment. In these types of firms, the recruitment consultants search for highly qualified candidates and attempt to place them within senior-level, executive positions such as CEOs or CFOs. Executive search firms typically are much more involved in the activity of headhunting and normally work on a retained basis.

What is the Recruitment Process?
The recruitment process varies from company to company and sector to sector. There is a different process and different end result for every candidate. Generally though, the process begins when you first submit your CV/ application for a role. Specifically, at Twelve Recruitment, when we receive a CV that we believe would be a suitable fit for our clients, we will first conduct an initial telephone interview where we ask a couple questions, mainly regarding your CV and the role in general. If successful, the following action would be to come into our offices for a face-to-face interview with one of our consultants. This would be a continuance of the initial stages just to see if you would be the right fit for our clients and vice versa. Following that stage, if successful, we would put you in front of our client’s key decision makers, act as an advisory board throughout the entire process, and ensure the entire process is as transparent and as easy as possible for you.

What is “Headhunting”?
Headhunting is the activity of proactively searching for and pursuing candidates that would be suitable for a specific job you, as a recruiter, are looking for. More specifically, it means that you approach the candidate yourself. They may already be established in a permanent career, they may be totally uninterested in the industry you are recruiting for, or they may have been waiting for this exact opportunity all along! It is the job of a recruiter to sell the position to the candidate, and in turn, sell the candidate to the client. Headhunting is only one of the many aspects of recruitment, and may be more prominent in some companies than others.
What is Cold Calling?
Cold calling is the attempt of making a sale through a telephone call to an unsuspecting person. By “unsuspecting person”, we mean that this telephone call was not expected on their part. Cold calling is a stigma of the recruitment process because it is believed that recruitment is solely based on cold calling. This is a false accusation. Some companies rely on cold calling heavily, while others rarely practice it. Cold calling is just one of the many parts of the prospecting process.
What is Warm Calling?
Warm calling is the term for calling a potential candidate that has personally reached out to you. The potential candidate has either reached out through an advertisement, posted their CV on a job board, a social media platform, or a referral. The difference between this and cold calling is that the candidate is expecting your call.
What are the Requirements to Become a Recruitment Consultant?
If you look at all the different qualifications and experiences that people who currently work as Recruitment Consultants have, you will quickly find that there is no one underlying similarity all of us share! There is no such thing as a “recruitment degree”. Having certain qualifications such as a bachelor’s degree, prior work experience, or involvement in volunteering/ extracurricular activities do of course only benefit your suitability as a candidate. The one most important factor is the desire, the passion, and the determination to work as a Recruitment Consultant.
What is the Salary of a Recruitment Consultant?
The starting base salary of a Recruitment Consultant is around the £20,000 mark. We only say “around” because your starting base salary will be determined on your prior work experiences, the specific sector you will be joining, the location and company you will be working at. This figure does not include the commission you would make throughout your work. The OTE (On Target Earnings) of the first year of a Recruitment Consultant is realistically around the £33,000 mark. This figure is dependent on the amount of work and drive you put into placing candidates.
What is the Commission Structure in Recruitment?
Commission structures within recruitment work many different ways. Typically, there are two different types of commissions companies pay their employees: a fixed-amount per deal or a percentage of a deal. The way fixed-amount commission structures work is that the consultant receives the same amount of money regardless of the deal structure/ size. For example, your terms may be that you are rewarded £100 for every placement you make. So for four deals, you would make £400. Percentage-based commission structures work the same way, but instead you make a certain percentage of the deal. Typically, this percentage is around the 10% mark. So if you make a deal that is worth £5,000, you would make £500. For both of these structures, your commission is paid on top of your base salary.
What are the Hours of a Recruitment Consultant?
Working as a Recruitment Consultant is definitely more than a 9:00 to 18:00 job. More than likely, these hours will extend themselves to later and even earlier times. This is because when dealing with people, problems can arise at any time of day. For example, you may have found an incredibly suitable candidate that is already working a job from 9:00 to 18:00. By the time they commute home and are available to speak to you properly it would be 19:30. The workload in recruitment is always growing, especially if you hit your KPIs. It will be an environment that will push you to challenge yourself as a character and professional, but continually learn and grow.
How long does the Recruitment Process take when working with Twelve Recruitment?
There are a lot of external factors that affect the length of the recruitment process. Overall, the one thing that matters to us is creating a perfect match between you, the candidate, and the client. Here at Twelve Recruitment, we are able to speed up the general interview process because of our special relationships with our clients. Through putting you in front of key decision and providing instant access to feedback post-interviews, the interview process goes by more efficiently and smoothly. One of the main factors that determine the speed of the process is your availability to interview. If you are available immediately, then we will book interviews for you as soon as possible and work feverishly to place you in a permanent career.
What Personality Traits are needed in Recruitment?
A career in recruitment will involve you working with a lot of people, dealing with a lot of rejection, and continually hitting your targets. It is due to the nature of this role then, that you would need to have a plethora of different personality traits. The key traits however, that you would need to have are as follows: tenacity, resilience, approachability, and a competitive edge. Tenacity because you have to be hungry for success, hungry to keep generating revenue, and never satisfied with the current level you are at. Resilience because you have keep persisting through all the challenges faced in recruitment. Approachability because you consistently work with people, and whether that be potential clients or candidates, you just have to be filled with energy and enthusiasm. Lastly, a competitive edge. This is because there are loads of recruitment companies in the industry aiming to do the same thing as you.
Why Work in Recruitment?
There are many benefits to reap when working within recruitment. One of these benefits is the financial rewards. The majority of recruitment firms offer an uncapped commission structure. This means that your work ethic and ambition determine the amount of money you make. Along with this financial incentive, recruitment companies offer other incentives such as annual trips abroad, days off, lunch clubs, weekly drinks and more. Another benefit of working in recruitment is being in control of your own work. Even though you work in a team environment, you are constantly managing your own candidate pool and essentially, your own workload. The career progression that recruitment offers is also a fantastic benefit of the industry. You can grow into a senior-level position in a matter of years.
What is the career progression within recruitment?
The career progression within recruitment varies from company to company. However, the general stages of progression begin in a Trainee Recruitment Consultant capacity. In this role, you begin your training and development within the world of recruitment. Once grasping the techniques of the trade, gathering an understanding of your clients, and showing the drive to continue into more senior level roles, you will progress into a Recruitment Consultant. In this stage, you start to grow your pool of candidates and clients, and start to work more independently. Once you show the capacity to be promoted even further, you become the manager of your own team. Here, you start to manage your own consultants and set your own targets.
What is an Assessment Day?
An Assessment Day is a specialised group interview process. A recruitment agency puts on an assessment day alongside with their client. Typically, there are between 10-16 extremely suitable candidates that are invited to the day, and the client is looking to hire approximately a quarter of that number. The schedule typically starts with a presentation by the agency and the client, then proceeds onto group activities, scenario-driven examples, and then onto one-on-one interviews with the clients. The benefit of an assessment day is that the entire interview process is boiled down into one day and immediately following the day, you will know whether or not you have been successful.
What are KPIs?
KPIs stands for Key Performance Indicators. This is what your manager bases your successes off. It is a necessity to visualise how the objectives of your company are being met. In recruitment some of the KPIs you will be faced with may be dealing with how many hours you spend on the phone, how many candidates you have brought in, and how many interviews you have booked for your candidates. It varies from company to company because everyone has their own objectives they have set!
What is the difference between HR and recruitment?
It is easy to see the similarities between HR and recruitment, but the line separating these two should not be blurred. These are two completely different roles. The main aspect distinguishing these two careers is that recruitment is very much so, a sales-driven role. Recruitment Consultants constantly are involved in selling their services to candidates and clients. People within HR do have a recruiting aspect in their career, but nothing to the extent that Recruitment Consultants do. People working within HR also have no sales-driven responsibilities. Meanwhile, Recruitment Consultants have to actively pursue job vacancies, put forth (sell) suitable candidates to their clients, have to consistently maintain and create new relationships with candidates and clients alike, and much more.