In recruitment communication is key and miscommunication leads to missed opportunities. If you are working with a recruitment consultant, there are a few key pieces of information (some more surprising than others) that you need to share when you start the process.

Preferred working Hours

You might think, ‘I’ll work any hours I’m asked’ which sounds great but doesn’t always hold up once you actually have to fit your life around those hours. If you have external commitments to work then this could have a major impact on the hours you can work.  Some people have childcare necessities, a difficult commute or have strong lifestyle preferences. Whatever your time requirements are make sure to inform your consultant from the start to avoid a snag later on.


It may seem crazy, but it can happen. You have just accepted that dream new role, there’s just one problem. You forgot to tell anyone that you are flying out to Mexico the day before your proposed start date. From an employer’s point of view, that may appear dishonest. The majority of employers will be fine with previous holiday plans, but for some it may heavily impact a new employee’s on boarding with more serious repercussion’s to their company. The important thing is to make this clear early on so there’s no confusion. You don’t want to pick between your 2 week break and your dream job!

The factors outside of salary

While most candidates are used to discussing salary expectations, there are other factors that can be even more important.  Be sure to clarify what your current package is from the very beginning.  Does your current contract include a bonus? A pension contribution? Fuel allowance?  A parking space at work?  All these small points can equate to a lot when it comes to making the final decision on a role – you should never assume that anything in included as standard.  An employer will want to offer you the most attractive package to match your experience and to improve on your current role – make sure they know what needs are most important to you.

Notice Period

This varies from company to company and from contract to contract; and it can be a deal breaker.  If an employer needs you someone who can start in 1 months’ time, then a 3 month notice period isn’t an option for them.  On the other hand, if you have a flexible notice period, then ask your consultant to inform prospective employers aware of this as it may make you more attractive as a candidate.

Reason for Leaving

For most employers, your motivation and your answers to questions like ‘why do you want to join our company?’ or ‘Why do you want this job in particular?’ are vital. Part of that is understanding why you are motivated to leave your current role.  Employers invest a lot of time in the recruitment process, reviewing C.V.’s and meeting candidates – they want to know that you are fully committed.  Be it due to lack of internal opportunities, maybe a change in personal circumstances or possibly a change in environment-  clients want to know what will motivate you to leave your employer to understand how you will fit in the new role.


If you’re living in Santry, then a role in Dun Laoighre isn’t really on the cards for you – unless you enjoy the commute or are planning on relocating. It’s best to set a preferred location ‘zone’ in your mind and to outline it clearly to your consultant. It will help them to find your perfect fit and to manage the expectations of a potential employer before they speak to you.

Don’t fall into the trap of assuming that employers or consultants already know the answers to any of the above. Take the time to think about each and make your position clear to both. If you don’t, you risk causing confusion and missing out on that dream job.

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