Darren Card's “Insiders advice on making the most of a recruitment consultancy” Part One

Darren Card has enjoyed an extremely a successful career as a headhunter and recruitment consultant since 1999. He is currently Managing Director of consultancies Intelligent Employment and Intelligent Talk.

The notes below were taken during his open forum discussion with MKEA members on 4/11/2015.

Part One - The Consultancy/Agency


Recruiters will sell you in at the lowest remuneration – the profit margins in recruitment is falling

Interview the interviewer do they sell themselves to you?

Look to meet (online Skype or face to face)

They (the recruiter) should look for opportunities for you – negotiate what they will do for you if they are your exclusive recruiter.

Build rapport with the recruitment consultant, maintain contact 7 to 10 working day gap between you calling them. You are their stock they need to care for and ensure you are fit for sale”

You should always be told if your CV is being put forward for a role. You should get location (area) no direct contact info, sometimes you will be given the name but the client may have stipulated confidentiality) You should always be given the “price frame” remuneration package. Your contact details will be taken out, generally due to direct approach risk)

A good recruiter will hold your hand throughout the process not just interviews all of the time, including advising you on what to do/change and why/how

ATS (parsing software) what part does this play?



360 (full circle) recruiter does everything as a specialist – find candidates/ find clients for candidates/ temp/contract/perm/interim use all methods including job board aggregators

180 (special not generic) specific vacancies hitting the phones to find and place in a specific market (boutique agencies addressing specific markets “niche market specialism

Others do whatever, whenever, however to make money

Headhunters - Identify the target candidates (LinkedIn and other due diligence)



·     Information of other candidates and where you sit against them

·     Your skills set match

·     Background to the role – how, when, why the role has been previously filled, decided upon recruiting at this time. This may not be available elsewhere

·     Who will be meeting you and some generic information about them and what they are looking for from the candidate

·     “Insider” knowledge of the culture and retention/[promotion of staff

·     Next steps in the recruitment process

If the role is re-advertised then go back to the recruitment consultant to state keenness and ask to revisit the role

You can contact the recruiter’s client (the company interviewing you) after the interview, after six months the client does not have to pay the recruitment consultant; keeping in contact could open a door for you down the line

Blacklist? Illegal but… prejudice exists (age, sex, race, political, remuneration, opinion, looks and even hair colour)

If no jobs for you within 2 weeks ask “Why?” If the answer is not good then sack them! Write a brief letter/email “with immediate effect I no longer want to be represented by your company. Please delete any records (CV/profile/work examples etc.) you have concerning me”