Recruitment Careers: What Makes a Successful Recruiter?

Rebecca Crowther • 24 February 2020

It’s never been more important to understand how to be a successful recruiter. Why? The UK recruitment industry is competitive. There are currently circa 40,000 recruitment agencies and 115,000 people employed within it and it keeps on growing. If you think that 84% of recruitment agencies set up between 2008 and 2018, it’s critical to ensure you are standing out in a crowded market place.


The Key To Being a Successful Recruiter


This article aims to help you understand the qualities of a successful recruiter, factors that impact your success as a recruiter and tips from real-life recruiters.


Qualities of Successful Recruiters


As mentioned, it’s a competitive marketplace. It can be a very rewarding career but it is also very hard work as successful recruiters will tell you. To stand out and be successful you need to have certain qualities. Take a look at the list below and see if you have what it takes to make it to the top:


  • Resilience – You’ll have good and bad times in recruitment, but you have to be resilient to get through the bad patches.
  • Confidence – if you don’t believe in your candidate, client or your ability to do the job, no one else will.
  • Driven – Recruitment is a target driven industry, you need to be driven to meet those targets and goals.
  • Motivated – Without this quality, you will not make it as a recruiter. You should be buzzing to come to work every day and if you’ve had a bad day, draw a line and start a new day with a fresh perspective.
  • Good Communicator – you’ll be dealing with various people and will need to adapt your communication style to suit. This is to ensure you’re getting your message across loud and clear.
  • Multitasker – you wear many hats as a recruiter. You need the ability to find candidates, book in interviews, arrange start dates, liaise with clients, bring on jobs and the list goes on.
  • Problem Solver – thinking on your feet is needed in this job to resolve issues. Such as why you can’t find a candidate, or why a candidate should take your job and not another.


Factors that impact your success as a recruiter


As well as having the right qualities, you also need to ensure you aren’t doing what everyone else is doing in recruitment. Here are some factors that can impact your success.


HOW PERSONAL ARE YOU?


Customer experience is everything now. This means you need to make every interaction with clients and candidates personal. Instead of asking ‘are they interested in ‘x job’ or ‘x candidate’, ask them more about themselves.


People love to talk about themselves so take the time to really listen. What this means is don’t be a ‘yes’ and ‘no’ person. Understand what they are saying, ask more questions and make the job or candidate personal to them. For instance, a client tells you they are struggling to find someone who is the right cultural fit. Instead of agreeing and advising you’ll look to find someone who is right, keep asking questions about the culture. Not only what type of person but why weren’t the previous hires right, was there anything in the interview stages that they could have picked up on etc.


In addition and if possible, offer something of value too such as free advice. i.e this might help you because. It will help you build relationships better.


CAN YOU TELL A GOOD STORY?

People buy from people because they can relate to certain scenarios or situations. As well as making your interactions personal, turn them into stories people can relate to. For example, you are speaking to a candidate who is telling you they want to leave their current job because of their Manager. You tell a story of another candidate in a similar situation and the success they have had in their career since moving and working under a Manager that is better suited to them.

Have you been keeping a list of contacts from previous jobs, networking events or other relevant forms of communication? Start emailing these people to see if they have heard of any job opportunities! Do you know of any specific companies you’d love to work for but aren’t sure if they’re hiring? It can’t hurt to send them your CV and an explanation of why you believe you’d fit into the company and what you can do for them!


BEING HUMAN


It sounds so simple but is easily forgotten when you get into the day to day tasks. As a recruiter, you will be under pressure to meet targets, such as phone time, jobs on, CVs screened and the list goes on. A successful recruiter always remembers that the person they are speaking to is a human not a target.


Therefore, be empathetic and understanding. Never be rude if it doesn’t go your way. Put yourself in their shoes and ask yourself how you would like that conversation to go. There is enough misconception about the recruitment industry and recruiters, don’t be one of those ‘typical recruiters’ that people talk about.


YOUR REPUTATION


A big factor that impacts your success as a recruiter is your ability to build a strong reputation. To do this you need to think outside the box and do things differently.

When building your reputation think as yourself as a brand. You need to raise awareness about who you are and what you do. Don’t just post jobs on boards and social media or email with jobs and candidates or phone asking if a company has a job. Provide value.


As a recruiter, you speak to people every day. Without realising you find out what’s going on in the market, find out common questions or themes from candidates and clients. Use this information to your advantage. For example, is there a common issue coming up when you speak to candidates?


Recently one of our recruiters who works in the controls and automation space found many of his candidates were advising how easy it was to transfer skills between PLC platforms. However, employers were unwilling to consider this. He used this as a talking point, created a debate about it on social media and wrote a LinkedIn and website article. All of which started to build his credibility as a recruiter and the knowledge within the market.


HOW NARROW IS YOUR MARKET?


To really build your credibility as a recruiter, you need to develop your knowledge. The best way to do this is by focusing on a niche or vertical market. The less broad it is, the more success you will have.


ARE YOU GETTING TOO COMPLACENT?


When you start reaching your targets every week, month, quarter and for the year, you start reaping the rewards, financially and through sense of achievement.


However, sometimes when things are going well, it’s all too easy to sit back and let things happen. Never become complacent. You never know what is around the corner, your biggest client could pull the plug. What then? Always strive for more and push yourself to achieve harder targets.


Tips from Recruiters


What a better way to understand how to become a successful recruiter than taking tips from real recruiters.

Don’t just send cv’s to jobs for the sake of fulfilling a KPI. If you cannot find what they are looking for, take a consultative approach and discuss it with them. You will come up with ideas and alternative options in which to be successful in finding them the talent they need.


Mark Dawson, Managing Consultant

Get to know your candidates, keep in touch with them regularly and be aware of their other activity. They will buy into you as a person and this can sometimes be the difference in them taking your role over someone else’s.


Marie Weston, Internal Recruiter

Focus on selling the opportunity to the candidate, whether it’s via an advert, over the telephone or face to face. Understand the strengths of your company and the position and then sell, sell, sell. Don’t just focus on what the candidate can bring to the business because in a candidate led market (like the one we’re in), you need to stand out from the crowd.


Neil Edwards, Business Manager

What Next?


If you feel you are doing all of the above and you’re still not achieving, maybe it’s time to consider moving to a company that will help you to become a successful recruiter.


Have a chat with Marie Weston and let’s see if ASC is the right company to support your recruitment career.


Articles you may be interested in:


Recruitment Careers: The Importance of Company Culture

Recruitment Careers: Your Market Sector

6 Key Signs it’s Time To Leave Your Job


External Sources

Recruitment Agency Statistics

Rebecca Crowther is a Marketing Executive for ASC Connections. Her love for writing started when she was young. In her current role, she loves creating content to support candidates on their career journey and help clients hire talented individuals.

SHARE BLOG
30 June 2025
Attracting and retaining top talent has always been a challenge and in today’s candidate-driven market, it’s become even more competitive. Yet, many businesses are still relying on outdated recruitment approaches, unaware that they could be turning great candidates away. Here are some of the most common recruitment misconceptions we see and why addressing them can make all the difference in your hiring success. Misconception 1: “If candidates are really interested, they’ll wait.” The reality: Strong candidates often have multiple opportunities on the table. Long delays in reviewing CVs, scheduling interviews or providing feedback can lead to losing them altogether. What to do instead: Make your recruitment process efficient and communicative. Keep candidates informed and move quickly when you identify talent — it shows you’re serious about bringing them on board. Misconception 2: “We can reuse the same job description we’ve always used.” The reality: Job descriptions that simply list duties and responsibilities don’t tell candidates why they should choose your company. In today’s market, candidates are also looking for culture fit, development opportunities and job satisfaction. What to do instead: Use your job advert as an opportunity to showcase what makes your company a great place to work. Be clear about expectations, but also highlight benefits, team dynamics and growth potential. Misconception 3: “We should wait for the perfect candidate.” The reality: Holding out for someone who ticks every single box can lead to long delays and missed opportunities. Candidates with potential, a great attitude and most of the right experience often outperform those with a perfect CV on paper. What to do instead: Focus on core skills and long-term potential. If a candidate can grow into the role and aligns with your company values, they’re worth serious consideration — even if they’re not a 100% match. Misconception 4: “Salary isn’t everything.” The reality: While salary isn’t the only factor, it remains one of the most important. If your pay offering isn’t competitive, or isn’t clearly stated, you risk losing candidates before the conversation even begins. What to do instead: Benchmark your salaries against the current market and consider being upfront where possible. Transparency builds trust and competitive pay attracts serious talent. Misconception 5: “We’ll get help if we need it later.” The reality: Treating recruitment as a reactive process can lead to rushed hires, skill gaps and delays in project delivery. What to do instead: Take a proactive approach. Partnering with a recruitment specialist can help you build a pipeline of talent, prepare for future needs and make more informed hiring decisions — before it becomes urgent. Final Thoughts If hiring has felt more difficult in recent months, it’s worth taking a step back and reviewing your recruitment process. Small changes like reducing time-to-hire, refining your job adverts or broadening your criteria can have a big impact on the quality of talent you attract. Need support in refining your hiring strategy? At ASC Connections, we work with businesses to simplify and strengthen their recruitment approach, helping them secure the right people, faster. Talk to our team today to learn more.
30 May 2025
Interviews can be nerve-wracking, even for the most seasoned professionals. But with the right preparation, you can turn the tables and make a lasting impression. Here's a guide to some of the most common interview questions in 2025 and strategies to answer them confidently. 1. Tell Me About Yourself Why they ask: This question helps interviewers get a snapshot of your professional background and how it aligns with the role. How to answer: Craft a concise narrative that highlights your career journey, key achievements, and what brings you to this opportunity. Example: "I'm a marketing professional with over eight years of experience in the recruitment industry. I've led campaigns that increased candidate engagement by 30% and streamlined employer branding strategies. I'm now looking to leverage my expertise in a dynamic environment where I can drive impactful marketing initiatives." 2. Why Do You Want This Job? Why they ask: Employers want to understand your motivation and whether you're genuinely interested in the role. How to answer: Focus on what excites you about the position and how it aligns with your career goals. Example: "I'm impressed by your company's commitment to innovation in recruitment solutions. This role offers the perfect blend of strategic planning and creative execution, which aligns with my passion for developing marketing strategies that resonate with both clients and candidates." 3. What Are Your Strengths and Weaknesses? Why they ask: This question assesses your self-awareness and honesty. How to answer: Choose strengths that are relevant to the job and a weakness that you're actively working to improve. Example: Strength: "One of my key strengths is my ability to analyze market trends and translate them into actionable marketing strategies, which has consistently resulted in increased client engagement." Weakness: "I used to struggle with delegating tasks, wanting to ensure everything was perfect. However, I've learned that empowering my team leads to better outcomes and fosters growth." 4. Describe a Challenge You've Faced and How You Handled It Why they ask: This question evaluates your problem-solving skills and resilience. How to answer: Use the STAR method (Situation, Task, Action, Result) to structure your response. Example: "In my previous role, we faced a sudden drop in candidate engagement. I analysed the campaign data (Situation), identified that our messaging wasn't resonating (Task), revamped our content strategy to focus on candidate success stories (Action), and saw a 25% increase in engagement within two months (Result)." 5. Where Do You See Yourself in Five Years? Why they ask: Employers want to gauge your long-term interest in the role and company. How to answer: Share your career aspirations and how the role aligns with your growth plans. Example: "In five years, I aim to lead a marketing team within a forward-thinking recruitment agency, driving innovative campaigns that set industry standards. This role is a significant step toward that goal." 6. Why Should We Hire You? Why they ask: This question allows you to sell yourself and highlight what sets you apart. How to answer: Summarise your unique qualifications, experiences, and how they align with the company's needs. Example: "With a proven track record in developing successful marketing strategies for recruitment firms, coupled with my passion for connecting talent with opportunity, I'm confident in my ability to contribute significantly to your team's success." Final Thoughts Preparation is key to interview success. By understanding the intent behind common questions and crafting thoughtful responses, you can present yourself as a compelling candidate. Remember to research the company, practice your answers, and approach the interview with confidence. If you are in need of a bit of extra help, reach out . We’ll help you sharpen your story, showcase your strengths, and land the role you’ve been aiming for.
A green background with white circles on it
30 April 2025
Let’s face it—no one enjoys writing cover letters. Most people would rather sit through a PowerPoint on GDPR compliance. Twice.  But here’s the deal: a well-written cover letter can be the difference between landing an interview and landing in the “no” pile. In a world where CVs are scanned faster than a barcode at checkout, your cover letter is your chance to humanise your application. It’s where you get to say, “Hey, I’m not just a list of skills—I’m someone who gets what you need and knows how to deliver it.” So, whether you're applying for a permanent role or a temporary gig that could open bigger doors, here are our no-nonsense cover letter tips to help you stand out. 1. Don’t Repeat Your CV – Add Context Your CV says what you did. Your cover letter should say why it mattered. It’s not about regurgitating your bullet points—it's about adding the story behind them. Instead of: “Managed a team of 10 customer service agents.” Try: “I led a customer service team through a 30% spike in demand during peak season, maintaining our response times and boosting CSAT scores by 12%.” Context is what turns a job into an achievement. 2. Tailor It—Seriously No, “Dear Hiring Manager” and a copy-paste job won’t cut it. If you’re applying for a job, show you actually want it. Mention the company name. Reference the job title. Say why it interests you. Hiring managers know when you’ve sent the same letter to 30 companies. Spoiler: they hate it. 3. Keep It Short. Keep It Smart. You’re not writing War and Peace. One page max—three to four punchy paragraphs is perfect. Intro – Why you’re applying. Middle – Why you’re a great fit. Outro – What you’ll bring and how to connect. And if you can’t say it in 300 words? Edit until you can. Recruiters and hiring managers are busy humans, not novel enthusiasts. 4. Show Some Personality (But Don’t Overdo It) Yes, be professional. But also be you. If the job calls for someone dynamic, enthusiastic and resourceful, don’t write like a 1997 fax. “I thrive in fast-paced environments, love solving problems under pressure and bring a can-do attitude even when the coffee machine’s broken.” That’s better than: “I am a hardworking, detail-oriented professional with excellent communication skills.” 5. Address the Gaps, if You Need To Got a gap in your CV? Switched industries? Relocated? Don’t ignore the elephant in the room—tame it. Use the cover letter to explain transitions positively and proactively: “After relocating to Manchester to support a family move, I’m now eager to rejoin a customer-focused sales team in a fast-moving environment.” Own your story. Employers appreciate honesty and context over silence and mystery. 6. End with Purpose Don’t just end with “Thanks for your time.” You’re not sending a postcard. Wrap it up with intention. Try: "I’d love the chance to bring my experience in [insert skill] to your team and help [insert company] drive [insert relevant goal]. Looking forward to speaking further.” Be polite. Be confident. And make it clear you want to take the next step. Final Word: It’s Not About Being Perfect—It’s About Being Relevant We’re not asking for the next Booker Prize winner here. We’re asking for clarity, intent and a bit of personality. Think of your cover letter as a handshake before the handshake. It’s your opener. Make it count. And if you’re applying through an agency like us? Use your recruiter. We know what hiring managers want, what they ignore and how to help you fine-tune your pitch so it actually lands. Ready to make your next job move with a killer cover letter and a CV to match? Get in touch . We’ll help you cut through the noise.