Consultative recruiting is a type of recruiting strategy where the recruiter acts as a consultant and advisor to both the employer and the candidate throughout the entire recruitment process.

Rather than simply filling a job opening, a consultative recruiter takes the time to understand the hiring company's goals, culture, and values, as well as the candidate's career aspirations, skills, and personality. The recruiter provides guidance and advice to both parties, ensuring that the candidate is a good fit for the company and vice versa.

This approach involves building strong relationships with both the employer and the candidate, and providing ongoing support and communication throughout the hiring process. By taking a consultative approach, recruiters can help ensure that the employer finds the best candidate for the job, and that the candidate finds a job that is a good match for their skills and career goals.

“Consultative recruiting is all about building relationships and truly understanding the needs of both clients and candidates. It's not just about filling positions, but finding the right fit for everyone involved.”
- Katherine Moody, Consultative Recruiting Expert

Recruiters as “Trusted Advisors”

Recruiters can be trusted advisors by demonstrating their expertise, providing transparent communication, and building relationships with their clients and candidates. 

Here are some ways in which recruiters can establish themselves as trusted advisors:

1. Demonstrating expertise: Recruiters should have a deep understanding of the industries they specialize in and keep up-to-date with the latest trends and challenges in those industries. They should be able to advise their clients on market conditions, talent availability, and compensation trends.


2. Providing transparent communication: Recruiters should be transparent in their communication with clients and candidates. They should be honest about the challenges and opportunities of the position and provide regular updates on the recruitment process.


3. Building relationships: Recruiters should invest time in building relationships with their clients and candidates. They should take the time to understand their needs, preferences, and goals. This will help them to identify the best match between the candidate and the job, resulting in long-term success for both the client and the candidate.


4. Delivering results: Recruiters should be results-oriented and committed to finding the best possible candidate for their clients. They should have a proven track record of delivering successful placements and be willing to stand behind their work.


By demonstrating expertise, providing transparent communication, building relationships, and delivering results, recruiters can establish themselves as trusted advisors to their clients and candidates.

Consultative recruiting is especially important in a downturn market for several reasons:

1. It helps employers find the right fit: In a downturn market, employers may receive a high volume of applications from job seekers who are looking for any available job. However, consultative recruiting helps employers to find candidates who are not only qualified for the job, but who are also a good fit for the company culture and values. This ensures that the employer is investing in a candidate who is more likely to stay with the company long-term, and who will be a productive member of the team.


2. It helps job seekers stand out: In a downturn market, competition for jobs can be fierce. However, job seekers who work with consultative recruiters have an advantage because they receive personalized guidance and support throughout the hiring process. The recruiter can provide feedback on the candidate's resume and cover letter, help them prepare for interviews, and provide guidance on salary negotiations. This makes the candidate more likely to stand out from the competition and secure the job.


3. It helps build relationships: Consultative recruiting is focused on building strong relationships between the recruiter, the employer, and the candidate. This is especially important in a downturn market, where the hiring process may take longer than usual. By building strong relationships, the recruiter can keep all parties engaged and informed throughout the process, which helps to prevent candidates from losing interest or becoming discouraged.


4. It helps mitigate risk: In a downturn market, companies may be more risk-averse when it comes to hiring. However, consultative recruiting can help mitigate this risk by providing more information about the candidate's skills, experience, and personality. By taking a more consultative approach, recruiters can help employers make more informed hiring decisions, which can help to reduce the risk of a bad hire.


In summary, consultative recruiting is important in a downturn market because it helps employers find the right fit, helps job seekers stand out, builds relationships, and mitigates risk. By taking a more personalized and collaborative approach, consultative recruiters can help ensure a successful outcome for both the employer and the candidate, even in a challenging market.

How can consultative recruiters prepare for the upturn in the market?

Recessions can last from a few weeks to several years, depending on the cause and government response. Data from the National Bureau of Economic Research shows that between 1854 and 2022, the average recession lasted 17 months. Eventually we will see the industries begin to hire again, and perhaps even in mass volumes.

To prepare for an upturn in the job market, consultative recruiters can take several steps to ensure they are ready to meet the demand for talent. Here are some tips:

1. Build a pipeline of talent: Recruiters should proactively build a pipeline of potential candidates for the roles they expect to see an increase in demand for. They can do this by leveraging their existing networks, sourcing candidates through social media and other online channels, and attending industry events.


2. Up-skill and re-skill: Recruiters should invest in their own skills and knowledge to ensure they are up-to-date with the latest industry trends and best practices. This may involve attending training courses or workshops, reading industry publications, or networking with peers.


3. Review and update processes: Recruiters should review their existing recruitment processes and procedures to ensure they are efficient and effective. This may involve updating job descriptions, streamlining interview processes, or improving candidate communication.


4. Leverage technology: Recruiters should make use of AI and new tech tools in order to streamline and automate recruitment processes. This could include updating and automating templates in applicant tracking systems, using video interviewing software and tools, and automated online assessments.


5. Continue developing solid relationships with hiring managers: Recruiters should work closely with hiring managers to understand their needs and build strong relationships. This will help recruiters to anticipate hiring needs and be better prepared to source the right candidates quickly.


6. Monitor industry trends: Recruiters should keep a close eye on industry trends and market conditions. This will help them to anticipate changes in demand for certain types of roles and adjust their strategies accordingly.


Overall, recruiters can prepare for an upturn in the job market by building a pipeline of talent, up-skilling and re-skilling, reviewing and updating processes, leveraging technology, developing solid relationships with hiring managers, and monitoring industry trends.