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In agency recruitment, time is money. Every day a role remains unfilled, clients lose productivity, and you lose the chance to close the deal. That’s why tracking recruitment metrics is crucial, especially two core ones: Time to Hire and Time to Fill. 

Although these terms are sometimes used interchangeably, they measure different parts of the recruitment process. And if you’re not measuring both, you might be missing critical insights into where delays – and opportunities – really lie. 

In this article, we’ll explain exactly what Time to Hire and Time to Fill mean, how to calculate them (including in Excel), what benchmarks to aim for, and when to report on each. 

There’s also a template at the bottom of this article that you can download to help you with the calculations.

Contents

Download the template

What is ‘Time to Hire’ in recruitment?

‘Time to Hire’ refers to the number of days between a candidate entering the recruitment pipeline and accepting a job offer. It reflects how quickly you can get the candidate through the qualification, submission, interview, and offer process. 

Why it matters: 

  • It reflects how efficiently you’re taking your candidates through the recruitment process. 
  • It helps you spot delays in client feedback, offer approvals, or interview scheduling. 
  • It’s a recruitment key performance indicator (KPI) you can report on when speaking to clients or your manager. 

Common uses: 

  • Identifying high-performing consultants or teams.
  • Providing insights to clients around their hiring processes.
  • Demonstrating speed and value to prospective clients.

What is the formula for Time to Hire? 

Time to Hire = Date of Offer Acceptance – Date Candidate Entered Pipeline 

“Entered pipeline” could mean: 

  • Date of application (if they’ve applied via a job ad) 
  • Date the candidate was first contacted or sourced 
  • Date CV was submitted to the consultant 

It doesn’t matter which of these you use but be consistent in how you define it when you’re reporting. 

Time to Hire formula in Excel 

You can track Time to Hire in a simple spreadsheet using the DATEDIF function: 

=DATEDIF(Date_Sourced, Date_Offer_Accepted, “D”) 

Top tips: 

  • Set up your spreadsheet with four columns: “Candidate Name”, “Date Sourced”, “Date Offer Accepted”, and “Time to Hire” 
  • Set yourself a target for your Average Time to Hire 
  • Add conditional formatting to flag any roles taking longer than the target you’ve set 
Download the template

What is ‘Time to Fill’ in recruitment?

Time to Fill is the number of days from when a job is given to you to when a candidate accepts an offer. 

Why it matters: 

  • It measures the full recruitment cycle, from client brief to offer acceptance. 
  • It affects your income directly because faster fills = quicker commission. 
  • It reflects how responsive clients are and how quickly you fill roles. 

Common uses: 

  • Reviewing account performance and pipeline bottlenecks.
  • Supporting retainer vs contingency decisions with data.
  • Showing clients how delays on their side impact hiring timelines.

What is the formula for Time to Fill?

Time to Fill = Date of Offer Acceptance – Date Role Was Briefed 

Use the date you received the brief or instruction to work on the role from the client. 

Time to Fill formula in Excel

You can track Time to Fill in a simple spreadsheet using the DATEDIF function: 

=DATEDIF(Date_Job_Briefed, Date_Offer_Accepted, “D”) 

Top tips: 

  • Set up your spreadsheet with four columns: “Candidate Name”, “Date Job Briefed”, “Date Offer Accepted”, and “Time to Fill” 
  • Set yourself a target for your Average Time to Fill 
  • Add conditional formatting to flag any roles taking longer than the target you’ve set 
Download the template

What is the standard Time to Hire?

There’s no fixed “ideal” Time to Hire in agency recruitment, but knowing the benchmarks helps you identify where your process could speed up – or where delays could be hurting your KPIs. 

Factors influencing Time to Hire: 

  • Role complexity or seniority 
  • Client responsiveness  
  • Candidate market competitiveness 
  • Number of stages in the interview process 

Average Time to Hire in the UK 

UK average: 34 days 

According to a survey of 497 UK recruitment professionals by StandOut CV, the average time to hire is 4.9 weeks (approximately 34 days).

In agency settings, this can be shorter due to pre-qualified pipelines—but only if clients move fast.  

Read more: The 5 Biggest Opportunities in Recruitment Right Now

What is the standard Time to Fill?

Time to Fill is often longer than Time to Hire because it includes the client-side delay between opening a vacancy and moving forward with candidates. 

It’s also an important figure to track in client performance reviews. 

Average Time to Fill in the UK 

UK average: 42 days 

According to a survey by HireVue, the average Time to Fill for roles in the UK is 42 days.

Some senior or niche roles can take up to 60+ days—especially if there’s indecision or slow internal processes. 

Time to Fill vs Time to Hire: What’s the Difference?

Metric Start Point End Point Focus Used For 
Time to Hire When candidate enters pipeline Offer acceptance Measures hiring team efficiency Recruiter/team efficiency 
Time to Fill When job is approved/opened Offer acceptance Measures overall vacancy period Client-side performance and planning 

Why both matter: 

  • Time to Hire shows how well you’re managing candidates. 
  • Time to Fill shows how client behaviour and decision-making affect outcomes. 

Watch out for: reporting only one metric can skew your performance data. For example, a long Time to Fill could reflect client delay rather than not recruiter inefficiency. 

Read more: Why Work in Data Centre Recruitment?

In a fast-paced recruitment agency, knowing your numbers matters. Time to Hire and Time to Fill offer insights into both internal delivery and external client performance. 

Key takeaways: 

  • Time to Hire = candidate sourced to offer accepted 
  • Time to Fill = job briefed to offer accepted
  • Use both metrics to diagnose problems, report to clients, and refine your process
  • Excel or your CRM can help you track and visualise trends 
  • Benchmarks vary—know yours and use them to stand out 

Download the template

Download – Time to Hire & Time to Fill

Download a template to help you calculate Time to Hire and Time to Fill.

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The generalist recruiter is becoming a thing of the past. In a saturated market, standing out means going deep, not wide. So why should recruiters work on their niche? 

Because clients want experts who get their world.

They want someone who knows the unique challenges of their sector and can advise with authority. Candidates, too, are drawn to recruiters who understand their careers inside and out—who speak their language, know the career paths, and can offer guidance beyond just filling a role. 

This article is your 7 step guide to building and owning a niche in recruitment.

What is a ‘recruitment niche’?

When we say your ‘recruitment niche’, what we mean is your specialist area of expertise within recruitment. Your slice of the market, your space in the industry, your ‘corner of the recruitment world’. 

This could be freelance IT Developers in London, secondary school teachers in Ireland, c-suite hires in fintech startups, or project managers in hyperscale data centre builds.  

Niches can be determined by industry, candidate type, region, job title, contract type, or most often, a combination of these. 

Other ways of saying ‘recruitment niche’: 

  • Specialist area of recruitment 
  • Recruitment sector focus 
  • Recruitment market specialism 
  • Recruitment vertical 
  • Hiring specialism 

Step 1 – Understand the power of niches

The first step of building your recruitment niche is to understand why you’re doing it in the first place.

The chances are, if you’re looking at how to build a niche in recruitment, you’re already aware of the power of it.

Put yourself in the shoes of your clients and candidates – what do they want from a relationship with you? 

Specialising allows you to: 

  • Stand out from the competition 
  • Build deeper market knowledge 
  • Foster stronger, longer-lasting relationships 

More than that, it builds trust. Clients want to know they’re working with someone who lives and breathes their world, not someone who just dabbles in it from time to time. 

One of the biggest misconceptions is that having a niche limits your opportunities. In reality, it often creates more. By becoming known for something specific, you become the go-to expert.

It’s not about shrinking your pipeline, it’s about refining it. 

Step 2 – Identify your niche

The second step is to identify your niche. This might be pre-determined by where you work currently, and if it is, you can skip straight to the Step 3. 

If you’re new to recruitment or looking for a new role, start by looking at where you’ve already had success. What kinds of roles or sectors have you placed well in? Where did you build the strongest relationships? 

Then zoom in: 

  • Explore interesting job functions or geographic hotspots 
  • Look at skill shortages and growth trends 
  • Validate demand: Is this niche hiring? Is it growing? 

For example, at our agency we operate broadly in critical infrastructure. But within that, we break it down further: nuclear, defence, water, highways, data centres… and each consultant in the business has their own niche within those sectors. 

Take Georgia, for example, who works in the DataX contract team and focuses solely on health and safety professionals in data centres.

Or Alex, who places data centre engineers and managers in permanent roles. They’re not trying to cover everything – they’ve found their lane, and they’re building a name in it. 

Read more: The 5 Biggest Opportunities in Recruitment Right Now

Step 3 – Build a picture of your candidates and clients

Once you’ve chosen your niche, it’s time to really understand the people in it. Don’t skip this step, it’s important! 

Start with candidates. Speak to them on the phone. Ask questions about: 

  • Their qualifications 
  • What motivates them 
  • What challenges they face in their careers 

Try to go deeper than just career-related.

Who are they as people? What age bracket do they typically fall into, and what are their beliefs and values? This will help you in future steps when building your personal brand and communicating with job-seekers.

Do the same for clients. Define: 

  • The size and type of companies in your niche
  • Their hiring needs and business goals 
  • What they value in a recruitment partner 

Then map out the ecosystem. Who influences hiring decisions in your niche? Is it HR, hiring managers, project leads, or external consultants?

Understanding the chain of influence will help you tailor your approach. 

Step 4 – Immerse yourself in your specialty

To become a true specialist, you need to live and breathe your niche. This is Step 4 – immersing yourself in the world of your clients and candidates. 

  • Follow industry news and subscribe to relevant trade publications 
  • Attend sector-specific events, conferences, and webinars 
  • Join online communities and LinkedIn groups 

The goal? To speak the language of your niche fluently. That means knowing the jargon, the tools, the key players, and the pain points of the industry. 

In our sectors we take this seriously. We have our own industry podcast, publish newsletters, and release our own industry research. Our consultants don’t just place candidates – they contribute to the conversation. 

Read more: Why Work in Data Centre Recruitment?

Step 5 – Tailor your outreach

In Step 5, you want to make your niche known. It should be obvious from the moment someone lands on your profile what you do and who you help.

  • Update your professional summary to reflect your specialism – this includes your LinkedIn bio and any profile you might have on your company’s website. You can also update your email signature to reflect your niche.
  • Share or create content on niche-relevant topics. This is an important one – provide value to candidates and clients you work with by giving them the content they need.
  • Avoid the temptation to take on jobs outside your niche – it waters down your brand. 

Whether you’re sending a mailshot or posting a job ad, make sure your message speaks directly to your audience. That’s how you build recognition and trust. 

Step 6 – Create value beyond finding and filling jobs

Step 6 is probably the most important step. To truly own your niche, you need offer more than just just your recruitment service. Offer the employers and professionals you work with true value. 

What are they talking about online? What are common problems they face in their career?

  • Share market insights, salary benchmarks, and career advice 
  • Attend, and maybe even host events tailored to your niche – webinars, networking lunches, industry conferences 
  • Build community through newsletters, LinkedIn groups, or regular emails to your candidate talent pools 

Your personal branding matters here. The more visible and valuable you are to your niche, the more people will come to you when it matters. 

Read more: How to Build a Personal Brand as a Recruiter

Step 7 – Track, learn, refine

The final step to build your niche in recruitment is to continually measure and improve. You can’t get better at what you don’t measure!

Monitor your progress: 

  • Track placements, repeat business, and inbound enquiries – you can even ask people where they first heard of you and see if any of your personal branding has had a direct impact 
  • Ask for feedback from both clients and candidates 
  • Stay flexible—if your niche is too narrow, widen it. If it’s too broad, tighten your focus. 

Building your niche in recruitment isn’t a one-time decision, it’s an ongoing process of listening, adapting, and evolving. Sometimes certain markets get quiet and you may need to adapt and evolve as time goes on. 

Building a niche takes time, but the rewards are worth it: credibility, client loyalty, and long-term career growth. Start small, stay consistent, and keep learning. You don’t need to be the biggest—you just need to be the best in your lane. 

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The recruitment industry is evolving faster than ever. Shaped by global trends, technological advancements, and changing workforce expectations, today’s market presents both challenges and major opportunities for those in recruitment who are ready to adapt. For recruiters, now is the time to spot emerging trends and position themselves as indispensable partners in the hiring process. 

Whether you’re a consultant in your first year or a seasoned headhunter, knowing where the biggest opportunities lie can help you build stronger client relationships, increase revenue, and futureproof your career. 

1. Growing sectors to watch

The first major opportunity for recruiters right now is the work in growing sectors. Some industries are booming, with talent demand far outpacing supply. This means that for recruiters in these sectors the work is plentiful and the margins are high. 

Tech continues to be a major growth area, especially with the rise of artificial intelligence and machine learning. Renewable energy is also expanding rapidly as governments and corporations push for sustainability. The data centre sector is seeing a surge in infrastructure investment globally, creating urgent demand for skilled professionals. 

The opportunity is greatest for recruiters with technical know-how. If you can establish yourself in one of these high-demand niches, you’ll quickly become a go-to expert in your field. 

Read more: Why Work in Data Centre Recruitment?

2. Rise of global talent pools

Another huge opportunity for recruiters is the introduction of remote and hybrid working models, which have broken down geographic barriers. Today, recruiters have access to talent across borders like never before, giving rise to a more global, flexible recruitment model. 

There’s a growing opportunity to place international candidates and connect clients with hard-to-reach talent. At the same time, recruiters themselves get the chance to be more mobile – attending industry conferences, networking events, and client/candidate meetings in person around the world. For example, some of our own data centre contract team members are currently in Sweden visiting sites they recruit for and building stronger relationships on the ground. 

If you’re open to travel and thrive in face-to-face interactions, this globalisation of recruitment presents a huge growth opportunity. 

opportunities in recruitment - rise of global talent pools

3. Employer branding

With competition for talent in a lot of sectors being fierce, employer branding has become a priority for businesses of all sizes. More companies now recognise the importance of their brand in attracting and retaining the right people—but many still struggle to articulate it. 

If you’re a recruiter with a particular interest in marketing or communication, this is your time to shine. Recruiters can add real value by helping clients clarify their Employee Value Proposition, define their culture, and promote their brand across job ads, social media, and beyond. The more you understand your client’s story, the more effectively you can sell their opportunity—and the more indispensable you become. 

Read more: The Best Recruitment Agencies Do These 6 Things

4. Tech-driven recruitment

Technology is transforming recruitment, and there’s a big opportunity for recruiters to embrace it. From automation tools that streamline admin tasks, to AI that enhances candidate screening, tech is helping recruiters work faster and smarter. 

Embracing these tools can drastically improve your day-to-day efficiency—making your job not just more productive, but more enjoyable too. You’ll have more time to focus on what matters most: building relationships and closing deals. 

opportunities in recruitment - technology

5. Becoming a talent partner

One of the biggest mindset shifts in the industry right now is moving from being “just an agency” to becoming a long-term, consultative talent partner. Clients increasingly want consultants who can help them not only hire—but also plan for the future, retain great talent, and build inclusive teams. 

This opens the door for recruiters to offer strategic support around workforce planning, diversity and inclusion, market trends, and employer branding. By acting as a trusted advisor, you can build more meaningful relationships, earn greater loyalty, and create a more predictable income stream for yourself if you’re in a commission-based role. 

It also leads to higher job satisfaction—because you’re making a real, long-term impact on the people and businesses you work with. 

The recruitment landscape is changing—but that change brings enormous opportunity. By focusing on growth sectors, embracing global talent, supporting employer branding, adopting smart technology, and shifting towards consultancy, recruiters can thrive in today’s market. 

Now is the time to upskill, stay curious, and lean into new ways of working. The recruiters who adapt will not only survive—they’ll lead the way. 

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Commission-based roles can be incredibly rewarding—but they’re not for everyone. In a nutshell, this pay structure means some or all of your income is tied directly to your performance at work. The more deals you close or targets you hit, the more you earn. 

For some people, the potential to earn big money is a major draw. For others, the income unpredictability and pressure to perform can be a source of stress. 

This article breaks down the pros and cons of commission-based roles to help you decide if it’s the right path for you. 

Think a commission-based role such as recruitment could be right for you?

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Contents

What is a commission-based role?

In a commission-based role, your earnings are directly linked to your results. That might mean receiving a base salary plus commission—or in some cases, working on 100% commission with no guaranteed income. 

You’ll typically find this model in industries like: 

In recruitment, for example, your performance is measured by KPIs including the number of successful placements you make and the revenue those placements generate for the business. Your commission will be a percentage of the fees billed to clients. 

This model rewards output, not just effort. It’s about results—and the better you perform, the better you’re paid. 

The pros of a commission-based role

Having your earnings tied to your performance at work suits some people down to a T. The advantages are numerous: 

1. Unlimited earning potential 

In commission-based roles, there’s no cap on what you can earn. If you’re motivated, driven, and consistently deliver results, your income can far exceed a typical salaried position. 

For example, in recruitment, you could double or even triple your base salary through commission. That kind of financial reward can be a huge motivator for high performers who want to be directly compensated for their extra effort. 

Browse our vacancies

2. Flexibility and autonomy 

Another huge perk of commission-based work is the autonomy it can offer. Because performance is what matters, there’s often less micromanagement. If you’re billing well and meeting targets, you’ll likely be trusted to manage your time and workload your way. 

In recruitment, that could mean the freedom to travel across Europe or the USA to meet candidates and clients, manage your own diary, and take initiative for your own projects and personal branding – with support available when you need it. 

3. Performance recognition 

When you’re in a commission role, great performance is usually rewarded quickly and clearly. You’ll see the direct impact of your hard work in your pay cheque, often on a monthly or quarterly basis. 

In addition to financial rewards, you may also be recognised through incentives like team lunches, trips abroad, spa days, or other bonuses. The goals are clear, the metrics are measurable, and the success is tangible. You commission payments could pay for your new car, that holiday you’ve always wanted to go on, or your first house deposit. 

The cons of a commission-based role

As with any role, there are some downsides. Working in a commission-based environment doesn’t work for everyone! 

1. Income instability 

One of the main downsides to commission-based roles is the variability of income. If your performance dips for whatever reason, it could be seasonality, market shifts, or personal reasons – so does your commission. 

If your base salary doesn’t cover your essential outgoings, that instability can become stressful. That’s why building and maintaining a strong pipeline of opportunities is essential. When you’re performing well, it’s tempting to relax – but slowing down could have a knock-on effect next quarter. 

Commission-based roles demand discipline and foresight when it comes to budgeting and financial planning. 

2. Pressure and burnout 

The high-performance culture that fuels commission-based roles can also be a source of stress. Targets, competition, and the drive to perform can lead to burnout if you’re not careful. 

If you’re someone who thrives under pressure and enjoys chasing goals, this might feel energising. But if you’re more risk-averse or prefer a slower pace, the constant demand for results may feel overwhelming. Looking after your mental health and maintaining work-life balance is key. 

Read more: 6 Signs You’d Be a Great Recruiter

3. Client or market dependence 

Even if you’re doing everything right, external factors can still affect your income. Losing a big client, delays in project approvals, or shifts in the market can all impact your performance. 

In sectors like recruitment, your success can be heavily dependent on client hiring decisions, candidate availability, or large-scale market trends. Being overly reliant on a small number of accounts or projects can make you vulnerable.  

This is one of the reasons why critical infrastructure is such a good market for recruiters. It’s exactly what it says on the tin – critical. 

Who thrives in commission-based roles?

Commission-based roles suit people who are: 

  • Self-motivated – able to push themselves without constant supervision 
  • Resilient – able to bounce back from setbacks and stay focused on goals 
  • Goal-oriented – thrive on clear targets and love to exceed them 

If you enjoy being in control of your own success, aren’t afraid of a bit of risk, and are energised by seeing results, commission-based work could be a perfect fit. 

Not sure if you’re suited to it? Ask yourself: 

  • Do I feel motivated by financial incentives? 
  • Can I handle my income fluctuating on a monthly basis? 
  • Do I thrive in high-performance environments? 
Read more: From Retail to Recruitment – 7 Transferrable Skills

Commission-based roles can offer incredible opportunities. The potential to earn more, enjoy greater autonomy, and be recognised for your performance is real. But so is the pressure, the risk of income fluctuation, and the need to keep pushing forward even when things are already going well. 

Before jumping into a commission-based role, weigh up your own strengths, goals, and lifestyle. If the rewards outweigh the risks for you, it could be the most exciting and lucrative move you make in your career. 

Think this type of role might be right for you?

Get in touch
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In recruitment, having the right company behind you can transform everything. With the right support, mindset, team, and market, the sky’s the limit. For new consultants entering the industry, choosing where to work isn’t just about reputation or commission—it’s about joining a company that truly sets you up for long-term success. 

So, what separates a good recruitment company from a great one? 

A good recruiter fills jobs. They hit targets, make money for the business, and earn well themselves. 

A great recruiter goes far beyond that. They become embedded in their sector, build deep relationships, develop a strong personal brand, and act as trusted advisors to both clients and candidates. They work collaboratively and contribute to the success of their colleagues too. Great recruiters make the job easier—not just for themselves, but for everyone around them. 

This article breaks down the qualities that elevate a recruitment firm from competent to exceptional – so whether you’re new to the industry or re-evaluating where you work, you’ll know exactly what to look for.  

1. Deep industry expertise

A good recruitment company trains its consultants to understand job titles, CV keywords, and basic qualification requirements. That’s the baseline. 

A great recruitment company goes further. They equip their consultants with in-depth market knowledge—from niche technical skillsets to emerging industry trends. They provide resources like salary benchmarking reports, sector-specific insights, and detailed onboarding materials that help recruiters ask the right questions. Great firms encourage curiosity and continuous learning. They know that the more consultants understand their niche, the more value they can bring, and the stronger their personal brand.  

2. Long-term relationships over quick wins

A good recruitment company cares about filling jobs quickly and meeting deadlines. Consultants are encouraged to be polite to both clients and candidates and get the job done. 

A great recruitment company sees every new interaction as the start of a relationship. Recruiters work with clients and candidates over many years and multiple placements. The best recruitment firms train and reward consultants for relationship-building, not just deals. The KPIs set up by the company reflect this—measuring things like client retention, candidate satisfaction, and long-term engagement alongside revenue. 

Read more: Why Work in Data Centre Recruitment?

3. Proactive, not reactive

A good recruitment company values prompt responses to a client sending a vacancy, and works hard to find a great candidate for the role. 

A great recruitment agency anticipates hiring needs before they arise. They’re aware of new projects, build talent pipelines, maintain warm candidate networks, and aren’t afraid to send speculative CVs if they believe there’s a match. Great recruitment companies foster a culture of proactivity, not passivity. They encourage consultants to be one step ahead, helping clients see the value of talent even if they’re not actively hiring. 

4. Candidate experience as a priority

A good recruitment company teaches recruiters to keep candidates in the loop, sending them updates regularly and giving feedback promptly. 

A great recruitment agency goes out of their way to make sure every candidate feels supported, valued, and informed. From helping with CV advice and interview prep to offering honest feedback and follow-ups, they treat candidates like long-term partners. Great companies train their consultants to anticipate questions, remove friction, and add value throughout the process. Even if a candidate isn’t placed, they should walk away with a positive experience of the brand. 

5. Transparent, consultative approach

A good recruitment delivers exactly what the client asked for. 

A great recruitment company encourages consultants to dig deeper—into the ‘why’ behind a brief, into team dynamics, into long-term business goals. They don’t just take orders; they offer advice, share market data, and aren’t afraid to challenge assumptions. Great companies support this approach by conducting research, generating insights, and training recruiters to lead consultative conversations with confidence. 

6. Investment in tools, tech, and talent

A good recruitment firm uses a CRM, a few job boards, and LinkedIn licences. 

A great recruitment firm invests in the full recruitment ecosystem: automation tools, AI-enabled search, marketing support, email campaigns, analytics dashboards, and ongoing learning and development. They don’t see tech as a threat—they see it as an enabler. And they invest just as much in their people, supporting career progression, cross-training, and internal mentoring. 

Read more: Using AI in Recruitment Ethically

The difference between a good and great recruitment company isn’t just in the numbers—it’s in the mindset, the culture, and the consistency of quality. Great recruitment companies go beyond transactions – they build futures. For their clients, their candidates, and their consultants. 

If you’re a recruiter looking to grow your career don’t settle for good. Look for great.

We’re hiring! Browse our vacancies here. 

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Recruitment is fast-paced, people-oriented, and is a genuinely rewarding career for people with the right mindset. Whether you’re fresh out of education or considering a career switch, recruitment offers a dynamic environment where no two days are the same.

But before stepping into the world of candidate calls and client meetings, many people encounter a wave of misconceptions: “It’s too much cold calling,” “You’ve got to be super pushy,” “Anyone can do it.”

This article sets the record straight. We’re breaking down five of the most common myths about working in recruitment – and showing you what the job is really like in 2025.

Myth 1: “Working in recruitment is just cold calling all day”

Debunked: While phone calls are part of the job, recruitment in 2025 is a far cry from sitting at a desk hammering through a list of numbers.

Modern recruiters use a blend of tools and channels to find and engage candidates – think LinkedIn sourcing, email marketing campaigns, ATS (Applicant Tracking Systems), CRMs, and job boards.

It’s a role that blends sales with marketing and consultancy. Our team also regularly travel to meet clients and candidates on-site – often internationally – building real-world relationships and gaining first-hand knowledge of the industries they work in.

Myth 2: “You have to be a super pushy salesperson to succeed in recruitment”

Debunked: The image of the fast-talking, target-obsessed salesperson is outdated. The best recruiters today act more like consultants and problem-solvers.

Working in recruitment is all about people. It requires empathy, listening, and the ability to understand a client’s needs and a candidate’s motivations. The top performers at Highfield are trusted advisors – they’re individuals who can build long-term relationships, not just close quick deals.

Being persistent and proactive is important, but so is emotional intelligence. Great recruiters listen as much as they talk. They guide people through important career decisions with confidence, honesty, and care.

Read more: 6 Signs You’d be a Great Recruiter

Myth 3: “It’s an easy job – anyone can do it”

Debunked: On the surface, working in recruitment might look simple – match a candidate with a job and move on. But in reality, it’s a role that demands resilience, adaptability, and a wide skillset.

You’ll need strong organisational skills to juggle multiple roles, interviews, and client expectations. You need deep knowledge of your market to speak credibly with senior professionals. For us, that’s critical infrastructure like Data Centres, Highways, Nuclear & Defence Infrastructure, and Water. Above all, you need the emotional resilience to navigate rejection, shifting priorities, and the unpredictable nature of people.

Great recruiters are competitive, driven, optimistic, and customer-focused. It’s not an easy job – but for the right kind of person, it’s an incredibly rewarding one.

Myth 4: “Recruiters only care about hitting targets”

Debunked: Yes, recruitment is a results-driven industry, and targets are part of the job, as they are with most sales-focussed roles. But to suggest that’s all recruiters care about couldn’t be further from the truth.

Good recruiters care deeply about their reputation, especially in specialist sectors where word travels fast. They know that placing the wrong candidate just to hit a number can damage client trust—and cost them in the long run… big time.

Many recruiters take pride in long-term relationships with both clients and candidates, often helping individuals multiple times throughout their careers. Those relationships are built on trust, not just transactions.

Read more: Building Trust in Recruitment

Myth 5: “Recruitment is a dead-end job”

Debunked: Working in recruitment offers clear, achievable career progression – and plenty of opportunity to specialise.

Most recruiters start as trainee consultants or resourcers and can progress into senior consultant, team leader, manager, and director roles. Some move into internal recruitment, business development, or even start their own agencies.

The skills you learn while working in recruitment – sales, communication, marketing, negotiation, resilience – are highly transferable across many industries. Plus, you can specialise in exciting sectors like technology, finance, construction, or the fast-growing data centre industry. Recruitment is anything but a dead end.

Working in recruitment is full of potential, despite being widely misunderstood. Far from being just about cold calls or quick wins, it’s a strategic, people-first profession that rewards those who are driven, curious, and emotionally intelligent.

If you’re considering a career in recruitment, don’t let the myths put you off. Look behind the stereotypes and see it for what it really is: a fast-moving, fulfilling, and growth-oriented path.

Thinking about taking the next step? We’ve got a number of opportunities available for positions in Southampton/Portsmouth. Submit your CV or drop us a message on WhatsApp.

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As someone who works in the hospitality industry, you already know what it means to think on your feet, keep customers happy, and juggle a dozen things at once. What you might not realise is how well those skills transfer to a career in recruitment. 

The recruitment industry is fast-paced, people-focused, and results-driven — much like hospitality. Whether you’re serving tables, managing hotel check-ins, or running events, you’ve likely built a skill set that’s perfectly suited to thrive in recruitment.  

In this article we’ll cover five transferable skills that could make you a great recruiter.

1. Customer service & problem-solving 

In hospitality, your day revolves around keeping customers happy — answering questions, managing expectations, and resolving issues quickly and professionally.

In recruitment, the same principles apply: 

  • Clients want reliable solutions to their hiring problems.  
  • Candidates want to feel valued and supported.

If you can stay calm under pressure and find fast solutions, you’re already thinking like a recruiter. 

Read more: 6 Signs You’d be a Great Recruiter

2. People skills

Recruitment consultant jobs are all about relationships — and so is hospitality. You’ve learned how to build rapport with all types of people, adapt your tone to the situation, and communicate clearly and politely, even under pressure.  

Those people skills are critical when you’re guiding candidates through interviews or advising clients on hiring decisions. Emotional intelligence and persuasive communication go a long way in recruitment success.

3. Multitasking & organisation

Ever managed a full section of tables on your own during a busy dinner shift? Or juggled check-ins, bookings, and last-minute requests at a hotel reception? Then you know how to prioritise and stay organised.  

Recruitment is deadline-driven, and you’ll often be working on multiple roles at once, publishing job advertisements, coordinating interviews, chasing feedback, and updating records. Strong organisational skills and the ability to multitask efficiently give you a real edge. 

4. Resilience & adaptability

Hospitality can be high-pressure — from tricky customers to last-minute changes or being short-staffed on a busy night. The same goes for recruitment. Candidates drop out. Clients change their minds. Timelines shift. Your ability to stay calm, bounce back, and keep things moving is incredibly valuable in this environment. 

Read more: How to Get a Job in Recruitment with No Experience

5. Upselling

Have you ever upsold a dessert, recommended a more expensive wine, or encouraged a room upgrade? That’s sales. Recruitment consultant jobs are ultimately sales roles — selling a job to a candidate, and a candidate to a client. If you’ve used persuasive language and understood customer needs to guide a decision, you’ve already used sales techniques without even realising it. 

Could browsing recruitment consultant jobs be your next step?

If you’re ready to take the people skills you’ve honed in hospitality and apply them to a new challenge, recruitment could be a great fit. You’ll still work with people every day, but with better hours, more progression, uncapped commission, and the chance to make a real impact on someone’s career.

Want to find out if recruitment is right for you?

Send us your CV or drop Elle a message on WhatsApp.

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Success in recruitment looks slightly different depending on the company you work for, the market you’re in, and your exact position. However, there are some common themes and recruiting KPIs that most recruitment professionals agree on. Whether you’re an agency recruiter or in-house talent partner, clearly defining and measuring success is essential – not just to hit targets, but to grow, improve, and demonstrate your value. 

Contents

What is a KPI?

A KPI (Key Performance Indicator) is a way of tracking and measuring performance. In recruitment, this could be anything from how many CVs you’ve sent to how many roles you’ve successfully filled.

Some recruitment KPIs are based on numbers and data (like revenue generated or interviews booked), while others are more focused on relationships, feedback, and long-term outcomes. Together, they help paint a full picture of how well someone is performing in their role. 

KPIs might also be known as performance metrics, performance measures, or success indicators.

Why it’s important to measure KPIs for recruitment

Understanding what success looks like in your role in recruitment helps you:

  • Continuously improve – Measuring key activities and outcomes gives you the chance to reflect on what’s working and where you may need support. Acting on client and candidate feedback helps you build better relationships and increase satisfaction on both sides.
  • Align with business goals – Recruitment doesn’t happen in isolation. Recruitment KPIs help you ensure your work is directly supporting wider business objectives.
  • Demonstrate ROI – Your results should speak for themselves. By tracking both input and output, you can clearly show how your work generates revenue, saves time, or reduces turnover—key things any leadership team wants to see. If you’re keen to progress in your role, these key facts and figures can be a great help when you’re making the case for a promotion.
Read more: Why Work in Data Centre Recruitment?

5 simple recruiting KPIs to measure success

While every recruitment desk is different, the following KPIs are a strong foundation for measuring performance: 

  • Calls made – Recruitment is a people business. Regular, meaningful outreach to candidates and clients is how relationships start and how deals get done. 
  • CVs sent – This shows how effectively you’re sourcing and qualifying talent for your clients. It’s not just volume—it’s about quality and relevance. 
  • Interviews booked – How many of your candidates have progressed to interview stage? This metric indicates both the quality of your candidate shortlists and the strength of your client relationships. 
  • Fills made – Arguably the most important stat: how many roles have you successfully filled, and how much revenue has this generated? 
  • Retention rate – Are your placements sticking? Is your candidate still in the role 3, 6, or 12 months later? This is a good sign of long-term fit, and a huge trust factor with clients. 

Non-numerical recruitment KPIs

Your success as a recruiter isn’t just about numbers. Reputation, trust, and long-term relationships all play a huge part: 

  • Positive feedback and reviews – Glowing testimonials from clients and candidates go a long way in building credibility. 
  • Repeat business – Clients coming back again and again is a clear sign of confidence in your service. 
  • Personal brand and reputation – Engagement on LinkedIn, recognition in your sector, and being someone people want to work with are all strong success signals. 
Read more: How to Build a Personal Brand as a Recruiter

Other KPIs for recruitment

Beyond personal performance, recruitment success can also be assessed through wider operational and strategic lenses: 

  • Time to hire – Speed matters. The quicker a role is filled with the right candidate, the lower the cost to hire and (most of the time) the higher the client satisfaction. 
  • Offer acceptance rate – Are candidates saying “yes” to the roles you’re presenting? A strong acceptance rate indicates a good match and clear communication. 
  • Diversity and inclusion targets – Success often includes helping clients meet D&I goals and broadening the talent pool. 
  • Impact on business performance – Are your hires helping the business hit milestones, deliver projects, or grow into new markets? 

Practical ways of measuring recruiting KPIs

Thanks to evolving recruitment tech, measuring success is easier than ever. Many teams now use recruitment dashboards to track your performance in real time across a range of KPIs, and AI-powered insights to help analyse patterns in placements, optimise outreach, and predict candidate fit. 

Measuring success in recruitment is more than just counting placements. It’s about showing value, building trust, and aligning your work with the bigger picture. By combining hard recruiting KPIs with non-numerical outcomes, you can get a full view of your performance and make sure you’re moving in the right direction.

Looking for the next step in your recruitment career?

We’re currently hiring for recruitment jobs in Southampton and Portsmouth. If you’re ready to take on an exciting, fast-paced career with rewarding potential, submit your CV today and join our team! 

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Data centres are large warehouses that store everything digital: files, photos, emails, videos, games… you name it, they store it. Containing hundreds of servers stored in specialist racks, these warehouses are completely crucial to the operations of everything we know and love about the internet. Whether it’s accessing a video in your phone storage, searching Google, or facetiming a friend, a data centre will ensure it all runs smoothly. As a society, we’re utterly reliant on them. 

There are many different types of data centre, all serving different purposes. Some are small and local to the end user for fastest speeds, while others are larger and out in the sticks. Recruitment for data centres can involve finding the talent to build new projects and/or operate the data centres once they are live. 

Working in a dynamic, critical niche like data centres is appealing for lots of recruiters because it’s future-proof and can be very lucrative. This article explores the main reasons why you should consider a career in data centre recruitment. 

Contents

Why data centre recruitment?

1. Unmatched stability 

Back in 2020, many recruiters struggled with the instability that the pandemic caused. With a sector like data centres, the flow of work is more reliable because, no matter what, we’ll keep building them. Data usage and storage is increasing at a rapid pace, especially with the introduction of AI in recent years.

In addition to this, data centre builds are long-term projects, often taking a number of years to complete and become live. With the ongoing talent shortage in the sector, there’s no shortage of clients to work with. 

2. Incredible earning potential 

Because of the specialist nature of the sector, fees are often higher, which means higher commission for consultants. Candidate salaries in data centres are high because the market is booming, and clients are in competition for the best compensation packages. 

3. Global exposure and travel opportunities 

The data centre industry has a bustling calendar of events, with major conferences and expos taking place all over the world: London, Dublin, France, Texas, New York, Amsterdam… Our recruiters get the chance to travel and meet their clients face-to-face at these exciting events, including Datacloud Global Congress, Data Centre World, DCAC and more. This kind of travel opportunity is unique to the sector, and means that consultants can stay at the top of their game. 

4. A dynamic industry 

There truly isn’t a sector more rife with innovation and advancements than data centres… although we may be biased of course. There are constantly new advancements in technology so there’s never a dull moment, and plenty of space for you to grow your personal brand and become the go-to in your niche. Recent advancements include AI (of course), machine learning, quantum computing, immersion cooling, augmented reality, and modular building. 

5. Passion for sustainability 

If you want to work in a sector that truly believes in sustainability – data centres are the place to be. Contrary to common PR, data centres are fighting the good fight when it comes to reducing energy consumption and using sustainble building materials. From living walls to heating whole neighbourhoods with excess heat, the sector tries these initiatives before any other industry. 

Which job roles do data centre recruiters work with?

Roles in data centres fall into three main categories: construction, operations, and ICT.  

Construction 

Jobs you might recruit for in construction include architects, quality managers, planners, project managers, health and safety professionals, design managers, and engineers.

These roles are all to do with the build phase of the data centre lifecycle. At DataX we have a team of nine focused on recruiting for data centre projects, and the team is constantly growing.  

Operations 

Roles in operations include technicians, shift engineers, supervisors, and operations management. This stage of the lifecycle is all about managing the facility, ensuring it performs well for years, if not decades, to come.

The job of operations staff is to ensure the facility runs efficiently, safely, and without interruption—24/7, 365 days a year. From monitoring power and cooling systems to performing routine maintenance and responding to faults, operations staff are responsible for keeping downtime to an absolute minimum. They also play a key role in compliance, health and safety, and coordinating with clients and service providers. 

ICT 

People in Information Technology roles in data centres manage the servers and systems that actually store the data. These roles include network engineers, systems administrators, cabling specialists, and infrastructure technicians—essentially, the experts who ensure everything stays connected and running smoothly.

ICT professionals handle critical tasks such as server maintenance, network configuration, cybersecurity, and troubleshooting issues that could impact uptime. 

Jobs in data centre recruitment

We’re always looking for talented recruiters to join our team. If you want to join a company that has a huge network in the industry and is well-known for it’s involvement in the sector, then reach out for a chat. 

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If you’re looking for a recruitment career that’s secure, exciting, and full of opportunity, data centres are hard to beat. You’ll work in a future-proof industry, earn great commission, and become part of a global community driving technological progress. Whether you’re an experienced recruiter or just starting out, there’s never been a better time to specialise in this booming sector.  

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AI can automate repetitive tasks, giving you more time to focus on what you do best — building solid relationships with candidates and clients. In addition, when used correctly, AI can help remove some of the unconscious bias that can creep into hiring decisions, promoting a more inclusive and diverse recruitment process for you and your clients. From writing job descriptions to setting up interviews, AI can also handle the repetitive admin that can otherwise slow you down, freeing you up for more money-making work.

How consultants can use AI in recruitment ethically 

AI decisions are only as good as the data and algorithms behind them. Without ethical oversight (from a human), AI recruiting tools can reinforce existing biases or lead to unfair candidate experiences. The UK is currently developing guidelines around the ethical use of AI, including transparency, accountability, and fairness in automated decision-making. 

Here are some of the ways you can use AI ethically as a recruitment consultant: 

  • To find and shortlist candidates: Use AI-powered recruitment software to source candidates based on skills and experience, but always review shortlists manually before proceeding. 
  • To write and optimise job ads: Leverage AI to create inclusive job descriptions that appeal to a diverse talent pool. 
  • For automated messaging to candidates: Use AI to send initial outreach messages, but personalize follow-ups to keep interactions human and meaningful. 
  • To coordinate your calendar: Let AI recruiting tools schedule interviews to remove friction from the process without impacting the personal connection with candidates. 
  • To improve your personal branding: Use AI tools to improve your own personal branding strategy on LinkedIn to attract more candidates organically.
  • To analyse salary data: AI can benchmark salaries in real-time, helping you advise clients and candidates accurately. 
  • To detect bias: Use AI to audit job ads and screening processes for hidden biases, ensuring a fairer hiring journey. 
  • For predictive analytics: Predict candidate performance based on historical data — but always pair this with human judgment. 

Read more: 6 Signs You’d be a Great Recruiter

Pitfalls when using AI in recruitment

Blind trust without review by a human 

Relying entirely on AI recommendations can be risky. Always validate AI-generated shortlists and decisions with human expertise. Double check content you share for personal branding purpose to make sure it aligns with your expertise and beliefs.

Over-reliance on matching candidates with keywords 

AI might prioritise keyword matches, but great candidates often bring transferable skills that don’t show up in a simple keyword search. Don’t forget to dig deeper beyond the obvious matches. 

Poor customer experience from overly automated messaging 

Candidates can spot canned, automated messages a mile away. Overusing AI for communication risks damaging your personal brand and candidate experience. 

Read more: How to Get a Job in Recruitment with No Experience

So, will AI replace recruiters?

AI excels at repetitive, data-heavy tasks like scheduling interviews and analysing candidate pools quickly and efficiently. But it struggles with the nuanced, human aspects of recruitment: building trust, assessing cultural fit, managing client relationships, and navigating complex negotiations. 

Ultimately, AI is just that — a tool. Recruiters who use AI smartly will be able to focus more on the parts of the job that matter most: connecting with people, influencing decisions, and creating opportunities. 

Looking for the next step in your recruitment career?

We’re currently hiring for recruitment jobs in Southampton and Portsmouth. If you’re ready to take on an exciting, fast-paced career with rewarding potential, submit your CV today and join our team! 

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