Worth my weight in gold

At first glance, recruitment consultants may seem like the epitome of efficiency. Armed with databases teeming with CVs and job descriptions, they navigate through the sea of candidates with the precision of a well-oiled machine. Yet, beneath this veneer of efficiency lies a glaring paradox – the disconnect between speed and substance.

In the fast-paced world of recruitment, where algorithms attempt to match CVs with job descriptions and hiring managers strive to fit candidates neatly into predefined boxes, there lies a challenge – the experienced HR professional – which many recruitment firms struggle with in my experience. So much so I lean towards my network for roles and fleetingly look at advertised vacancies. Why, you may ask?

Recruitment consultants have their place. They are tasked with the formidable mission of matching candidates with companies. Consultants often find themselves walking a tightrope between efficiency and efficacy, between ticking boxes and truly understanding individuals and intimately knowing the clients business.

This is not their fault to be fair. Companies use agencies for ease and speed. It’s easier to shell out an extra 18, 20 or 25% fee to get a recruitment agent to trawl candidate databases, swipe right on new applications after posting an advert and much more stomachable for a company to ask any agency to reject a candidate than do the rejection themselves. It’s like dating – if you could get your friend to ditch the person for you, most would jump at that chance!

But this is where in my experience it can be like starting to peddle a bicycle in tenth gear. With nearly three decades of diverse experience, traversing between consultancy and permanent roles and specialising in certain fields of HR, professionals like me, often find ourselves at odds with the conventional recruitment ideologies.

My journey is not a linear progression up the corporate ladder, but rather a tapestry woven with a blend of successes, failures, transformations and re-designs. Yet, my extensive expertise, honed over years of navigating through the complexities of human resources, presents a conundrum for agencies and some hiring managers alike.

One of the primary obstacles I’ve encountered through my career, is the perception of frequent job changes. The nature of M&A specialisation and contract roles often lead to a series of transitions that may appear as job-hopping to the untrained eye. The second hump in the road I have to navigate is sector experience. Often rejected 2 seconds after expressing interest, because I don’t have that one fateful industry listed on my CV. Both obstacles mean companies are losing out on superb talent. HR is the most transferable profession around. ALL companies use the same employment law, ALL companies have the same people issues. I may not know all your lingo or job titles but those are tasks I can get after 2 days. Beneath the omission of the industry on my CV, lies a wealth of knowledge and adaptability forged through diverse experiences.

When asked about my career aspirations, I defy conventional expectations. No longer driven by the pursuit of glory or climbing higher on the corporate ladder, I seek a different kind of fulfilment – the opportunity to leverage my expertise in transformative endeavours. I aspire not to supplant existing Chief People Officers (CPOs) or Heads of HR, but rather to collaborate with forward-thinking boards of directors in reshaping organisational landscapes.

What I offer in return is not just a set of skills but a mindset – one characterised by dedication, hard work, loyalty, sense of humour and an unyielding resolve in the face of challenges. I am a stalwart of the HR domain, weathered by the storms of corporate dynamics, yet unwavering in my commitment to effect positive change.

However, the challenge endured in finding a place within the rigid frameworks of recruitment processes means my profile does not neatly align with job descriptions, my aspirations transcend traditional career trajectories and my value proposition defies quantification through conventional metrics.

Yet, therein lies the opportunity – an opportunity for agencies and hiring managers to embrace flexibility, to look beyond the confines of standardised checkboxes and to recognise the immense potential as an experienced professional, I bring to the table. It is a call to reimagine recruitment as a universal endeavour, one that values depth of experience over superficial criteria and embraces the richness of diversity in career trajectories.

For the experienced HR professional like me, the journey continues – not as a quest for personal glory, but as a quest to leave a lasting impact, to shape the future of organisations and to redefine the very essence of HR leadership. And as I navigate through the maze of recruitment shenanigans, I remain steadfast in my pursuit, guided by the belief that true value transcends the confines of any recruitment box ideology. My network is the strongest partner in my successes and long may that continue.

For those reading this in my network (and beyond)), save yourself a placement fee, save yourself time spent reviewing 5 plus CVs, save yourself dairy blocking for multiple repetitive question-based HR interviews with candidates. I’ll support you on getting on with your business after just two meetings. You can walk down the corridor once again knowing you have the loyalty and humility of a highly skilled professional in your team. That is PRICELESS.