General Manufacturing team welcomes new Recruitment Consultant, Sam Procter

Last month, we had the pleasure of welcoming Sam Procter, an exceptional Recruitment Consultant, to our esteemed General Manufacturing team at E3 Recruitment.

Under the guidance of our Associate Director, Matt Booth, in our General Manufacturing team, Sam has dedicated his first month to in-house training, preparing himself to effectively address the staffing needs within the General Manufacturing sector.

Continue reading to learn more about Sam and the crucial role he plays at E3 Recruitment!

Could you please share some insights into your background and how you got started in recruitment?

Prior to joining the recruitment industry, I worked in car sales. Recognising my talent for building strong relationships with customers, several people suggested that I explore a career in recruitment. A friend of mine recommended I reach out to Matt Booth, who happens to be acquainted with him. After a call with Matt, we immediately clicked, and here I am a few months later, thriving in this exciting field.

What are the key qualities and skills you believe are essential for success as a recruiter?

As mentioned earlier, my ability to connect with people is a significant strength. Building more than just a transactional relationship with my customers has always been my priority, resulting in many returning with their family members or friends. It’s the sincerity in my approach that makes a real difference and establishes trust, which is invaluable.

How do you establish and nurture relationships with clients and candidates? What strategies do you employ to maintain strong long-term connections?

I firmly believe that sincerity is the foundation of any successful relationship. By genuinely understanding and empathising with their perspectives, I gain insight into their needs and motivations. This sincerity shines through in my interactions, building trust and fostering lasting connections.

Can you walk us through your process for identifying and evaluating potential candidates? What criteria do you use to determine whether someone is a good fit for a particular role?

When evaluating potential candidates, I prioritise qualifications and carefully review their job history, extracting as much information as possible from their CVs. During phone conversations, I delve deeper to understand their reasons for leaving previous positions and what they seek in their future roles. It’s crucial for me to gain a comprehensive understanding of their personality to ensure the best possible fit.

How do you stay updated with changes in the job market and industry trends? What strategies do you employ to incorporate this knowledge into your work?

Although I’m relatively new to the industry, I actively seek knowledge by engaging in office conversations and eagerly asking questions. Additionally, I’ve started utilising LinkedIn to broaden my understanding, even though I’m still learning the ropes.

How do you handle challenging situations in recruitment, such as dealing with candidates who aren’t a good fit or managing conflicts between clients and candidates?

In challenging situations, I believe in the power of honesty, albeit delivered tactfully. Transparency can often pave the way for unexpected opportunities that might not have been evident initially. Thus, maintaining an open mind is crucial during such instances.

Could you share an example of a highly successful recruitment campaign you’ve led? What strategies did you employ to achieve this success?

While I may not have an extensive track record yet, I did have the privilege of filling a role and even creating a new one simultaneously. I presented several exceptional candidates for a production operative role, and the client was so impressed by two of them that they offered one the position and created a new role specifically for the other. Thus, a single vacancy resulted in the placement of two outstanding candidates.

How do you strike a balance between filling open positions quickly and ensuring the right candidate is selected for the job?

Conversations are key. I engage in numerous conversations every day and diligently take notes. This approach enables me to refer back to previous conversations when new roles become available, expediting the process of filling positions without compromising on finding the right candidate.

What advice would you give to someone starting a career in recruitment?

The advice I offer would largely depend on the company you join. In my experience at E3R, I’ve found that everyone is more than willing to help one another. It’s a true team effort, supported by experts in various departments such as finance, payroll, marketing, compliance, and an exceptional training manager like Ross, who provides guidance during the initial weeks.

How do you measure your success as a recruiter, and what metrics do you use to evaluate your performance?

Success, to me, is measured by the number of positive and successful interactions I have with candidates and clients. Each meaningful connection I make drives me further toward achieving my goals.

If you are seeking a company that fosters both professional and personal growth, equipping you with the necessary tools to achieve success, E3R might be the perfect place for you.

At E3R, our current standing is owed to the dedicated individuals who contribute to our success. As we continue to expand, we actively seek talented individuals to join our teams. Whether your expertise lies in recruitment, finance, marketing, compliance, or training, we warmly welcome your interest in exploring the possibilities of joining our organisation.

To get a glimpse of life at E3R, feel free to visit our Instagram page here or check out our LinkedIn profile here.