Some say that the difference between a recruiter and a recruitment consultant is in the way that the recruiter simply makes placements whereas a true recruitment consultant is someone that makes placements and, in addition, adds value to both his candidates and end user clients by consulting as well as closing the deals. One example of failing the ‘consultant test’ would be the recruiter who promotes accountancy or umbrella organisations purely on the basis of arbitrary criteria such as the pen they provided him or her with or, worse still, whether a financial inducement was offered! Experience shows that this can have significant consequences.

Credibility within the recruitment sector needs to be enhanced so that it can truly call itself a profession. Some suggest licensing or even qualified recruitment practitioners. Whatever your view most would agree that our people must ‘add value’. Yet many recruitment businesses avoid compiling and maintaining a panel of service providers. Some suggest it is a commercial risk, that it prevents impartiality or that it may lead to service issues. Whatever the sentiment, commercial logic dictates that there is a far greater risk in avoiding addressing the issue.

Source : Recruiter.

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