However, here is my best roadmap for somebody starting out in agency recruitment for the first time. It’s not a guaranteed formula for success, but follow these guidelines, and you give yourself every chance of getting through the first six months, which, frankly, most don’t manage!

• First and foremost, do the small things well. For example, turn up to work on time. Or in a remote world, never let a Zoom meeting wait for you. Wear the appropriate clothes for the environment you are joining. Get to every meeting on time. Return messages fast. Never allow yourself to be ‘chased‘ for a task you committed to.

• Critically, be a willing learner. ‘Coachability’ is a key recruiter requirement in my opinion. Poor listeners, know-it-alls, and those who just can’t focus on learning different ways in their new environment are likely to fail long-term. Your goal is small steps of incremental improvement every week. You will feel the exhilaration of ‘getting better‘ and you can be sure that your employer will notice.

• Keep your head down. I don’t mean to be a shrinking violet. But don’t be too cocky too early. Resist the temptation, on day two, to tell a really funny story about your holiday in Bali, and how drunk you all got. Listen far more than you talk. Of course, engage and be responsive, but know your place… until you know your place.

• Don’t join a tribe. Every office has them. Alliances, cliques and factions. It’s tempting to ‘join’ one, as when you are new, you feel alone. But don’t. Treat everyone with respect and be open to help and guidance from everywhere.

• Be brave. Sounds strange talking about courage in a desk job. But, in fact, you do need to be brave in recruitment. Make that cold call when it’s time to do so. Interview that candidate for the first time. Negotiate a fee if you have to. I have noticed that new recruiters show their ‘courage colours’ early. A good employer will not throw you in the deep-end too soon, but they will be delighted to see your willingness to tackle the task head-on. You learn faster doing that too.

• Treat candidates like gold. Actually, no, treat them like human beings with feelings. Develop your own ‘candidate response charter’. Oh look, I did it for you. Responsiveness, respect and empathy is your ‘go to‘ ethos.

• Build your digital online brand from day one. Learn about LinkedIn as a branding platform, get on Twitter, (If your audience can be found there) blog, and build an online community of fans.

• Compete with yourself. Don’t get caught up in office ego fights. Your biggest competition is not your ‘competitor’, your clients, technology, the recruiter sitting next to you, or anything else. Your competition is you. You have to be better than you were yesterday. Make that your daily goal.

• Never stop learning. You are never ‘done’ as a recruiter. Read articles and blogs (The Savage Truth, every day, for a start). Attend seminars. Learn from others. Add new skills, always.

• Look for mentors. Your company will have some great operators, hopefully. Some will be more helpful than others, but tall will enjoy an ego stroke when you ask, “Can I learn from you please?” (On that point, you could do worse than read my book, ‘The Savage Truth‘. Learn from my many mistakes and few successes)

• Ask. Listen, learn, and try new things. But don’t suffer in silence. If you don’t understand, ask. Be polite; make sure the person you are asking is not in the middle of a critical call. Ask if they have time. But ask your question. The answer will be in the business.

• Take notes. You are not that smart to remember it all. In training, when being coached, when your mentor gives a tip. Write it down. Review later. And implement. (I have conducted a thousand ‘newbie’ training sessions. No exaggeration at all. Amazes me to see a ‘one week in‘ recruiter sitting there for 90 minutes and not writing down a single word. Decades of experience beings shared with you in your first week. Tangible, actionable tactics and tips.  Do you think it’s going to just ‘sink in‘?  I know right then, they won’t make it. And they don’t.)

• No matter what others do in the office, your mantra will be ‘get on the phone’. Think about the outcome you want. Is it better achieved via email, or on the phone? Usually, it’s the latter. Pick. It. Up.

• Don’t take it personally. Here is the news. People are going to let you down. Things will go wrong. Clients and candidates will be rude and ungrateful. Toughen the f*** up!

• Don’t get pissed at your first work function. Or your second. Or your third. In fact, never get pissed at a work function. I have never seen anyone enhance their career, reputation or credibility by drinking too much at a work event. And I have been to infinitely more of those than you have.

• Develop an ethos of networking from day one. Your first candidate interview? It goes well? Ask the candidate who else they know he may be looking to move. Always be ferreting out new contacts and expanding your ‘Rolodex’ of contacts

• From the beginning follow the golden secret that even experienced recruiters don’t know, and I’m telling you for nothing! Quality. Activity. And doing it with the right people.

• Never assume anything. Even if the ‘wise’ ones around you do. Ask. Check-in. Recalibrate. Be sure you actually know what your client or candidate is thinking before you act or advise.

• From day one build relationships, based on equality. Engage. Take the long term view. Do what you say you are going to do. Never leave anyone wondering.

• Don’t mess with your reputation. It’s the only thing you will take with you when you leave. Every contact with candidates, clients or colleague is a ‘moment of truth’. Ask yourself after every interaction. ‘Did what I just did or said, enhance or damage my reputation’. Remember it’s not only the candidates you help — it’s the ones you don’t help. Treat people with respect, do what you say you’re going to do, never screw anyone over, and in the long-run your reputation will get you there. Your reputation is your elixir of eternal recruitment career life. Protect it and burnish it. Through your actions.

Share this with every new, or newish, or even experienced recruiter you know.