Client Expectations

This is the preparation that our clients (both recruitment consultancy and in-house recruiters) expect of experienced Recruiters and Headhunters represented by Perriam and Everett. You need to differentiate yourself  by knowing how you add value. In the same way that you teach your candidates how to differentiate themselves with your clients! Thorough preparation helps you to make the right move and ensures that your new employer has realistic expectations of your capabilities.  This is why our candidates stay in their jobs longer than our competitors' - everyone' s expectations are properly managed.

• Use the Perriam and Everett Career Plan Paradigm to help you define exactly what you are looking for out of your next career move and your recruitment career in general.
• You will be thoroughly briefed by your Perriam and Everett Consultant. In addition to this, research the client's website and as much relevant information as you can. Understand where you could fit in to the business and what you could add to it.
• Analyse your own revenue and business relationships, past, present and future. Have a clear understanding of the following:

  Your billings: In the last year, quarter and month. Provide proof of your earnings and sales that you can show at interview such as pay statements, P45s, P60s or company league tables.

  Your client base: How many clients you have? What level of contact you speak to in these organisations? How much revenue is generated from each one and what percentage of their total recruitment budget did you receive? What is their likely future revenue? Where do you have cross-selling opportunities? Did you win these relationships yourself? Are you sure you can work with these clients in the future?

  Your candidates: Who do you place and where? Which functions and disciplinesdo you work with? What methodology do you use and at what salary level? Where do your candidates come from and what is the cost of sourcing these(such as a database, resourcers, research, marketing or advertising)? How does your current organisation attract these candidates?

• Check your current contract of employment for restrictive covenants.
• Decide how you will build your desk or division or brand in a new company. How will you fund it and grow it over the first year? What administrative and management support do you need to achieve this? How do you want to be managed?
• Finally, what responsibility have you taken for your own training and development to get the skills you need to progress your career?