Employers

​Why I stayed at ATA Recruitment​In the current market, it’s no secret that there’s a lot of recruitment agencies out there offering opportunities to future consultants. We spoke to Principal Recruitment Specialist, Kristi Hopwood, and our Customer Relationship Manager, Hassan Choudhry, on why they stayed at ATA Recruitment.​Kristi joined us in 2018 in a 360 recruitment position and has progressed to Principal Recruitment Specialist since coming back from maternity leave. Kristi talked about the flexibility and support she felt from ATA Recruitment: “They are so supportive. The flexibility now since coming back from maternity leave has been great, the fact that it works around my life and gives me the balance, I’ve never had that before and it really does have a big effect on your work life”.​Our agile working policy gives our employees a chance to a better work/life balance. And offering flexibility is what it’s all about. Hassan says, “I started in 2016 as a trainee in talent sourcing, I had no recruitment experience, and it was literally a brand-new industry to me. ATA Recruitment really developed my skills and trusted me to work on some great roles even at the beginning.” And there has been no shortage of opportunities for Hassan. He has had several promotions since joining in 2016 and is now our Customer Relationship Manager.​‘Creating Opportunities’ is at the forefront of everything we do. Having no previous recruitment experience has not held Hassan back, our training programme is thorough enough and constantly improving, he said; “My progression route has developed since my time here. I was given a good idea of my options and always offered the relevant training and support, but really I had the freedom to choose my own path.”​Having a likeminded team has made a huge difference to both Kristi and Hassan’s experience. Kristi says, “When I first joined in the maintenance team, they were just hilarious. I came from a female only company, so it was different, but everyone is so friendly and supportive. It’s like speaking to an old friend when you’ve not been in the office for a while!”. Hassan’s role has also shown him the importance of the team around him, he says, “The team is very supportive, and everyone is so welcoming and friendly. Because everyone is so down to earth it means that you could approach anyone and ask for help, any new starter would be welcomed!”.​Their journey with us isn’t over yet. Kristi says, “I would love to stay what I’m doing, and I love that I have options. I love what I do and I’m lucky that ATA Recruitment were happy to support me. It has ended up working brilliantly for both of us!” When questioned on his future with the company, Hassan has no doubt that the prospects are only getting bigger, he says, “I know there are a few lanes that I could take in the future, maybe a business development role would be interesting! The important thing is I know that there will be support no matter which route I choose.”​If, like Kristi and Hassan, you are looking for a company with staying power, get in touch with ATA to see if we have the role for you. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.uk​LinkedIn: Connect on LinkedIn​​​Find​ out more about a career with ATA Recruitment and see our current vacancies​

Reasons to fall in love with recruitment​Whether we like to admit it or not, one of the longest relationships most of us will have in our lives is with our career. While some people may see work as a means to an end, it is commonly assumed that if you love what you do you will never work a day in your life.​Recruitment is never boringA career in recruitment is varied and busy; you will spend your time building relationships with a huge array of people. You will constantly be learning and developing; it is rare that two days or situations are ever the same, meaning that even the most experienced consultants will continue to develop their skillsets. The main traits required to be successful in recruitment are communication and resilience, as well as a true passion for the sector. ​Career progression Working in recruitment gives you the opportunity to progress at a fast pace, with many companies offering structured routes of progression. There are different routes of progression available, depending on what career goals you have.​Big rewardsWorking in recruitment allows you to receive remuneration rewards on top of your basic salary. You are in control of your earnings with commission and bonuses paid based on your performance. There are also various other rewards to be enjoyed in a career in recruitment too. Many companies hold competitions and incentives with winners enjoying days out and holidays.​Make a differenceWhile we have already discussed the perks of working in recruitment and the rewards you can expect as a successful recruiter, one of the most rewarding aspects of the job is the fact that you are a pivotal element in making a difference. Whether it is advancing someone’s career by introducing them to their perfect role within a company or supporting a client to achieve their wider goals, you are a part of something bigger.​Build a career at ATA Recruitment​ATA Recruitment is a growing business and as part of the RTC Group (a PLC), we offer great career progression prospects. Most of our management team is homegrown, with many of them joining as trainee’s and progressing into management and even director-level roles.​In recent years, ATA Recruitment staff have enjoyed all expenses paid experiences as a reward for their hard work, including days out at the races, fine dining experiences, trips to New York and Las Vegas! All our locations have modern, open-plan offices with a flat structure, our directors and managers sit with their teams, providing on the job feedback and support.​If you’re looking for a career that will provide you with all the tools for success, the opportunity to develop, and be part of a team that’s supporting the industry to improve the infrastructure and world around us, look no further. We have a range of opportunities at ATA Recruitment and if you’d like to know more, contact me using the details below. ​Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today.Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.uk​LinkedIn:Connect on LinkedIn​​​Find​ out more about a career with ATA Recruitment and see our current vacancies​

4 reasons you should move from a traditional sales role to a role in recruitment ​If you are a successful salesperson with a strong track record, it is highly likely you have been contacted about embarking on a recruitment career. There is a very simple reason for this; salespeople generally make the best recruitment consultants. There are a lot of similarities between sales and recruitment and with the growth in the recruitment market in recent years, the sector is becoming the go-to option for salespeople keen to utilise their skills but create a viable, long term and lucrative career.​However, there are still people unsure if a career in recruitment is the right sideways step for them. Here are 4 points which may make you consider that career change today: ​1. Recruitment is sales too​If you thrive in a fast paced, targeted sales environment, then a career in recruitment will offer you this. Recruitment Consultants are given sales targets and although you are technically selling a service opposed to a product, the skills you have learnt in a typical sales role will enable you to get to grips with recruitment sales a lot faster. ATA Recruitment have an extremely successful training programme, where you will receive one on one training to help you adapt your sales technique to our sector. We also offer a threshold free period while you settle in your role, meaning you will start to yield financial results quickly. ​2. You have a lot of autonomy​While we offer a huge amount of support initially, you are also given the autonomy to essentially build your own business within our business. We want people who have the confidence to go out and win their own clients, have the gravitas to engage with and maintain their own candidate base and have the know-how to manage the sales process from end to end. We train our rookies to do this, but for those that have previous experience in a sales setting, you can quickly get to the point in which you are managing your own work load and being rewarded for doing this. ​3. Progression is based purely on results​Progression in sales and recruitment is meritocratic – if you perform well, you will progress. However, in a typical sales setting, this progression can stagnate quickly – a sales team will have a Sales Manager or Director looking after a team and while opportunities for small steps up may present themselves, you will potentially find your self stuck in a mid-level position for a while, until someone else departs and you can fill their post. I mentioned in the previous point that you can essentially create your own business within our business, meaning if you are consistently performing, the opportunity for your growth is endless. Recruitment Consultancies often create new positions for top performers – this is something that we do regularly here at ATA Recruitment – and, there is also the opportunity to bring in junior Consultants to help manage your work load and grow ‘your’ business. ​4. Recruitment is an extremely lucrative sector​​There is no doubt that sales can be lucrative too, but most people I speak to who are looking to move into recruitment from sales have capped or team commission schemes, essentially limiting what they can earn individually. Within most recruitment organisations, your commission is completely uncapped and generally those with a sales background start earning additional commission quickly. At ATA Recruitment, our Consultants earn at least a third of what they bill.​ATA Recruitment is in an exciting period of growth and we are currently looking for experienced sales people to come and join our teams. Alongside the above, we offer our Consultants a flexible, agile working policy. We have numerous incentives and prizes outside of our generous basic salary and commission scheme and encourage healthy competition between our staff. Due to expansion, we are looking for the next Leaders of our business, with fast-tracked routes to management available for high performers that also demonstrate they can behave in the correct way and uphold our high company standards. ​Find out more about a career with ATA Recruitment today. Send me your CV or connect with me on LinkedIn today. Telephone: 07920 595 229Email: rachael.bailey-frost@ata-recruitment.co.uk​LinkedIn: Connect on LinkedIn​Find​ out more about a career with ATA Recruitment and see our current vacancies

​Recruitment is one of the fastest growing professional sectors at present. While this means there is no shortage of opportunities offered, it does mean that when embarking on a career in recruitment, it can be difficult to decide on which sector in the right sector for you to move into.​A career in recruitment offers you a detailed insight into your chosen sector and most Consultants end up becoming experts in their field, inevitably ending up becoming nearly – if not as – informed as their Candidates and Clients. It is the job of a Recruitment Consultant to immerse themselves into their chosen sector; the more knowledgeable you become, the more successful you will be. Most people embark on a career in recruitment for two reasons; you can progress and develop quickly, and you can earn a lot of money while you are doing it. With so much choice on offer, it is important to think commercially about which sector you choose. It is a difficult job – help yourself be as successful as possible by choosing a marketplace that is lucrative and that is growing. If you can also couple this with a genuine passion for the area you work in, you are winning!​I will be totally honest; I had no real knowledge of the Engineering Sector or any real interest in it. After only a few months in role, I not only began to understand why it is a sector that interests so many people but can also see the commercial benefits from a recruitment perspective.​​It is one of the most buoyant markets at present, with no signs of slowing down; according to REC, Engineering & Technical and Construction are in top 3 markets in which we expect to see consistent need for permanent staff in the upcoming months ​​Export sales are increasing; while it is frustrating when going abroad that the pound is so weak at present, it actually has a good impact on our economy. Products that are manufactured here can be exported worldwide at a cheaper cost which will cause growth in our manufacturing sector – creating more jobs ​​​There is a skills shortage; meaning Clients are struggling to find skilled engineers themselves increasing the need to use Consultancies within the sector ​​Investment; a large number of projects are financed by the Government, with over £500 billion worth of planned private and public investment into transportation and infrastructure improvements alone. This investment is only going to increase, creating stability and more demand within the sector​​It’s exciting; the term ‘engineering’ covers such a wide spectrum and is literally relevant in every part of our lives and simple things - how a door opens, how a car runs, how your daily coffee or sandwich is packaged - were all designed by an engineer. Engineering is everywhere, which makes it instantly interesting to us all  ​We believe that we give our Consultants everything they need to start a long-term, rewarding recruitment career. We work exclusively in one of the most lucrative sectors and our employees are all experts in their specific fields, meaning we have a wealth of knowledge we are just waiting to pass down to our new Consultants. This, coupled with an amazing commission structure (you WILL take home at least a third of what you bill) and structured routes of progression mean that for those of you wanting a new challenge have the best chance of succeeding with us.​Due to growth, Ganymede and ATA Recruitment have a number of positions available in the East Midlands and London – and are keen to speak to ambitious individuals. Whether you are a recruitment novice or an experienced recruitment professional, we could have the exciting new role you have been waiting for.​For a confidential conversation about what we offer, get in touch today!​Find out more about a career with Ganymede and ATA Recruitment today. Send your CV to rachael.bailey-frost@ganymedesolutions.co.uk or contact me on LinkedIn today.

The Government has recently announced that people should work from home where possible during the current Coronavirus outbreak. Working from home has become popular over the years but for many, it will be a new way of working. What if you have never worked from home, what if you don't have a home office set up? Don’t worry, we have compiled a list of 7 top tips to make sure you are working as effectively as possible from the comfort of your own home. ​1. Try to replicate your morning routineOne of the most important things to do is to create the right mindset to work from home, and this should start as soon as you wake up. That’s right, you need to continue setting your morning alarm, getting showered and dressed, eating breakfast and anything else you would normally do before work. Use the time you would normally spend commuting to do something productive like walking the dogs, making breakfast or just catching up with the news.It may seem strange putting your work clothes on just to stay in but, it will help tell your brain that it is work time and not relaxation time.  ​2. Create a suitable workspace Now you’re up and ready for work it’s time to make sure your workspace is ready. Here are some dos and don'ts for creating a suitable office space whilst you work from home: DO Make sure you have a clean large enough surface. - Similar to your office, you need enough space for your cups of coffee, documents, mouse and anything else you normally have on your desk. Make sure you have a comfortable chair - the last thing you want to do is spend all day sat on an uncomfortable chair.Try and set up a second screen if you use one in the office - this could even be your TV if you don’t have anything smaller. Simply connect your laptop to a TV (usually with an HDMI) then you will have your second screen ready to go. DON’T Work in bed - this may seem like a great idea but it’s not, your brain has learnt to associate the bedroom with being relaxed. Trying to work whilst your brain wants to relax is never going to work well for your productivity. Work in front of the TV - again this sounds like a great idea but realistically you are not going to be as productive whilst trying to watch your favourite series - why not stick the radio on instead? Work on any free surface you can find – If you are not comfortable you will not be able to produce your best work and even worse it may lead to health issues. ​3. Try to replicate your working routine as much as possible In order to keep yourself in the right frame of mind, it is important to try and replicate your working routine. That includes your working hours, your tea and coffee breaks and your lunch schedule. Make sure you plan regular breaks and make sure you follow the governments advice about working safely with display screen equipment.  4. Plan your time and exactly what you want to achieve each day  One great way to keep productivity at a high is to plan your workflow. At the start of the day, you need to know what your priorities are, what you need to get done first and what you want to work on if you have extra time. Check out our blog about effectively managing your time here. If you are part of a team it may be worth holding daily catch ups to ensure you are all on task and achieving what you need to achieve.   5. Keep work time and personal time separate So, you have your schedule and you’re burning through tasks but it’s already the end of the day, you might be tempted to carry on working as you no longer have to commute and you’re in a good flow. Which is great, however, it is just as important to give yourself some time off when you’ve promised it. Try not to extend your workday too far over what you planned, as this might lead to burning yourself out and starting to see your home environment as a stressful place.  By doing this and keeping work time and personal time separate should make you more productive at work and less stressed when you aren’t working.   6. Use the correct software and tools  We are fortunate that we live in an innovative world where the likes of Microsoft Teams and Skype have made it easier than ever to keep in contact with work colleagues, whether that's instant messaging, video calls or conference calls. Choose the correct tool that works for you and your team to make sure you stay in touch with what’s going on.​ 7. Stay connectedMake sure you’re still picking up the phone or getting on skype and teams and having conversations where you can. There are number of benefits of having conversations out of email, firstly you get to bounce off one another and keep those creative juices flowing, secondly it’s important to stay social when you’re removed from those people at work, don’t be afraid to just have a general quick chat.​Want to read more tips and advice like this? Make sure you sign up to our blog to receive them directly in your inbox.​

As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog with Lisa Jones will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.Lisa Jones, the founder of Barclay Jones, has worked in recruitment for nearly 20 years and coaches recruitment businesses and their teams to generate better leads, opportunities, and sales. An expert in all things recruitment marketing, Lisa has compiled her 5 top tips for utilising social media in recruitment. Read them below:How Recruiters can generate more leads from social media​Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!​Your time is really precious, and you have candidates to source, clients to keep happy, jobs to place – and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?​Recruitment JobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant? We’re always on the lookout for ambitious recruiters to join our teams in Leicester and Leeds. We have an unrivalled training programme that will give you all of the tools you need to be successful – not forgetting our generous basic salary and uncapped commission read more about it here! Contact our Talent Acquisition Manager, Rachael Bailey-Frost, below for an informal chat about a career with ATA Recruitment.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruitment Insights section of our blog.​TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT

You’re a Recruitment Consultant or Salesperson that wants to book more business and ultimately earn more. But how? This blog goes further than your typical sales training and techniques and outlines the importance of engaging with your LinkedIn audience and the importance of LinkedIn in B2B sales.LinkedIn and B2B sellingWhen you send an email or leave a voicemail with prospective clients, if they’re interested, they’re likely to Google you to find out more information. What is the first result when they Google your name and business? Your LinkedIn profile! (try it).A study has shown that over 70% of B2B buyers use social media as a decision-making tool. You could be a great Recruitment Consultant, but if your LinkedIn profile and activity doesn’t reflect this, it’s going to have a negative impact on your business development efforts. On the flip side, understanding your LinkedIn audience and effectively engaging with them is great for your personal brand.​What is thought leadership in recruitment?A thought leader is an individual or business that prospects, clients and even competitors recognise as an authority in their chosen specialism, resulting in them being the go-to person for their expertise.Let’s put it into a recruitment context – a business has an ongoing issue with their time-to-hire, and they need to hire new staff more efficiently. You know this is a common issue, so you write a blog on how businesses can dramatically improve their time to hire which provides great advice on the topic.Whilst your competitors are only posting jobs on LinkedIn, you can be using thought leadership in recruitment to generate valuable inbound leads.​How do I use thought leadership to recruit on LinkedIn?There’s a number of ways that LinkedIn helps recruiters, but thought leadership is one of the lesser known ones. Before you write anything, start with the basics. The fundamental to more effective selling on LinkedIn is to understand your audience – Which sectors are they in? What issues do they come up against? What do they like or dislike? Identifying these things will tell you which content you need to write or share that will add value.When you have figured out who your audience is, start following some of the best news sources in your sectors. Who you follow will completely depend on your sectors but do your research! Once you have this, start sharing their relevant content on LinkedIn with your thoughts.​Writing content for LinkedInAs a Recruiter, you don’t necessarily have to write anything from scratch to improve your B2B selling ability on LinkedIn, sharing content and engaging with others content is a great start and will make a difference.However, if you’re a confident and fluent writer, creating original content is a guaranteed way to separate yourself from the competition and really appear as an authority in your sector. Once you’ve identified your audience and which content will get you spotted, take to the LinkedIn publisher to create an article and share it with your potential candidates and clients – see an example of what this looks like here.Starting with the basics and simply getting to know your social audience better and how to help them will make a real difference to your lead generation. Of course, it’s important to continue sourcing candidates, posting adverts and other business development techniques, but also putting the effort into thought leadership will ensure your prospects come to you ahead of the competition.​Recruitment Consultant Jobs​Looking for a new job in recruitment? A career at ATA Recruitment guarantees a fun, fast-paced and target-driven environment, with a generous basic salary and uncapped commission. As well as the perks of the job, Even the most seasoned recruiters will benefit from our outstanding training programme, which includes more help with business development and other tools for success in your recruitment career.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.​TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER

As a Recruitment Consultant, this blog will equip you with the tools required to successfully manage counter-offers when they do happen and increase your chances of coming out on top.Counter-offers are part and parcel of recruitment, and don’t believe anybody that tries to tell you that they’re completely avoidable – they’re not. Having said that, there are several techniques you can adopt to significantly reduce the risk of counter-offers during the recruitment process.​What is a counter offer and why do they happen?You have interviewed a fantastic candidate, you offer them the job, and everybody is happy. That’s the ideal scenario. A counter-offer is when the candidates existing employer reacts to their resignation by offering them something seemingly better. This typically comes in three forms:​More money – This is the most common counter-offer as it’s very easy to forget the issues you’re having at work when you’re offered a sizeable pay rise – at least temporarily.Promotion – It’s surprising how quickly a candidate can be promoted following a resignation. It may have been the title they always wanted, and it’s good for the ego.Benefits – Ensure you complete the tasks you have set out for yourself. There is no point in planning ahead and then letting things build up. Have a daily clear down of tasks and emails.​As well as the ‘you don’t know what you’ve got ‘til it’s gone’ mentality, there are many reasons as to why an employer may counter-offer. Including:​The cost of recruitment and training – It’s estimated that training a new employee can cost anywhere from 20% to 40% of their yearly salary. This combined with any potential recruitment fee on top, makes a counter-offer a much more cost-effective option.Loss of income – If somebody isn’t doing the job, there’s a reduction in output which can delay projects or production. Businesses will want to retain existing employees to avoid this happening.Pride – How would you feel if one of your best employees wanted to leave your business for another, or even worse, a competitor? There can definitely be an element of ego involved in counter-offers.​The downside of counter offersCounter-offers are frustrating for both the new employer and the recruiter involved, and it can often feel like an impossible task to compete with a generous pay rise or promises of promotion.If our 50 years of experience has taught us anything, it’s that the counter-offer scenario rarely has a happily ever after. We have seen a large number of candidates looking for a new job again within 6 months of accepting a counter-offer, and this is typically for the following reasons:​Back to the status quo – The short-term gain doesn’t last forever, and the reason you were looking for a new job in the first place creeps back in, resulting in frustration.Promises aren't kept – Sometimes, despite the best intentions, businesses can’t follow up on the promises made during a counter-offer for a multitude of reasons.Hostility – Although less common, accepting a counter-offer can result in hostility from colleagues. No matter how much discretion is involved, they’ll often know that you received a pay raise or a promotion because you resigned.​We’re not claiming that every counter-offer situation ends badly, but more often than not, candidates we talk to have experienced one or several of the above.This knowledge is valuable when it comes to managing a counter-offer with a candidate, even before it arises. Remember to ask questions in the early screening process to minimise the risk and understand the real reason they’re looking to move jobs. If a candidate’s primary motivator is money, it’s much more likely they’ll quickly accept a pay rise from their current employer. If it’s company culture, their boss, or similar frustrations, it tells you that there’s less chance of a counter-offer.We also recommend simply asking the question – how would you feel if your employer made you an offer to stay? This will help you to gauge their reaction.​Managing a counter offerRecruiters get a bad rep, but we all want what’s best for our candidates. Placing our candidates into the wrong jobs is counterproductive, it means more work replacing them, a bad reputation and severed relationships with both candidates and clients.Building a good enough rapport with candidates will allow you to truly assess whether they’re making the right decision for them when accepting or refusing a counter-offer. Knowledge of your sector and the businesses within it also helps – you may start seeing a pattern of frustrations from candidates from the same business. This usually indicates that a counter-offer is a temporary fix, and the information in this blog will help to shape your conversations as to why.On the other hand, a business may learn the error of its ways after a resignation and things may markedly improve afterwards, it can happen, and every situation is unique. The important thing is understanding why counter-offers happen, what they typically are and why they may not work out so that you can deal with the situation when faced with it.​Recruitment jobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant, what a Recruitment Consultant does or a day in the life of a Recruiter? We’re always on the lookout for ambitious recruiters to join our teams in Derby, Leicester, London and Leeds.We have an unrivalled training programme that will give you all of the tools you need to be successful – not forgetting our generous basic salary, uncapped commission and fantastic progression opportunities! Contact our Talent Acquisition Manager, Rachael Bailey, below for an informal chat about a career with ATA Recruitment.For more information about a career in recruitment, contact Rachael on rachael.bailey-frost@ganymedesolutions.co.uk or 07920 595 229.

​Are you an experienced recruiter considering a step up into management? Are you wondering what it takes to be a good manager in sales or recruitment? If so, this blog is perfect for you.We’ve spoken to our Divisional Manager, Mark Lamb, about his tips for upcoming and aspiring recruitment and sales leaders. Mark has worked with ATA for over 14 years and manages a team of 15 Recruitment Consultants. Read his 5 top tips below:​1. Be transparent with challenging but realistic targetsI make it my mission to ensure that every team member, new or existing, always knows what is expected from them. Make sure your team knows their weekly, monthly and annual targets, and they’re challenging enough to push them, but realistic enough to be achievable. Setting unattainable targets can result in low morale within the team and ultimately a higher staff turnover rate.2. Help them to succeed and measure successThere’s no bigger kick from my job than seeing my team achieve success, whether it’s a big fee booked or simply overcoming a challenging phone call or managing a difficult client, it never gets old. Provide your recruiters with the tools that will enable them to succeed, and make sure you’re measuring their success! Recruiters, especially top performers, are driven and competitive and so measurability is essential.3. Allow them freedom to develop (and make mistakes)Mistakes happen in recruitment, and they aren’t usually catastrophic. Allow your team the freedom to develop and learn from their mistakes, as often it will make them better Recruiters. Encouraging your team to go beyond what they think is possible will ultimately result in a happier and more driven team, which is likely to also result in more sales being made in the long run.4. Be honest and consistentConsistency is so important in management. Set your expectations and stick to them. Moving the goalposts, or frequently changing your mind, will not have a positive effect on your recruitment team. Be open and honest about being unhappy with the results, or activities, but also be as vocal when things are going well. Your team will come to know what to expect, and performances should be as consistent as you are.5. Don’t take everything too seriously!Being a great results-driven Recruitment Manager doesn’t mean you need to be unapproachable or too serious all the time. I can usually be found with a smile on my face and this has a hugely positive effect on my team. I think ruling with an iron first is outdated – if the job is being done, and the results are being produced, relax a little and let your team feel comfortable with you around.Mark has over a decade of experience in successfully managing Recruiters and adapting these tips to your own recruitment management job will help you to be successful in managing salespeople.​Recruitment Jobs​We believe in progression and development and our completely homegrown management team is evidence of this – even our Operations Director started as a Trainee Recruitment Consultant!If you’re looking for a recruitment job that will provide you with all the tools for success and the opportunities to develop, look no further. We’re on the lookout for ambitious individuals to join our teams in Derby, London, Leeds and Leicester. If you’d like to know more about a career with ATA Recruitment, contact Rachael Bailey below.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.​TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER