Last week we discussed the 'lazy' recruiter syndrome - that process that was acceptable 10-20 years ago, where we as recruiters were unique experts in our market and we could play the numbers game! These days most recruiters are telling me the same objections keep cropping up - mainly that clients are choosing in-house solutions to fulfill vacancies.
What can Recruiters to do win back the business?
This is the recruiter that people want to work with! This is the recruiter who will successfully fill the positions to the mutual benefit of their client AND their candidate! This is the recruiter who understands that it is not a 'numbers' game of checkers, but instead it is a strategic game of chess!
What does the 'Smart Recruiter' do?
The Smart Recruiter works on 'matching' techniques, utilises metrics and measures the things that most people find unquantifiable! The Smart Recruiter is about relationships and understands that when they have successful relationships with their clients and with their candidates they are in a much better position to be able to define the metrics to make successful matches!
How do you become the 'Smart Recruiter'
Firstly, REDUCE the number of clients and candidates to a level you can manage (yes, I see you rolling your eyes)! I know you think I am crazy, but the truth of the matter is for most of us, we are so overwhelmed with the amount of work that the quality is suffering. Start to focus on QUALITY, reducing the quantity usually has this effect, as it makes us plug-in and see things that previously we where too overwhelmed or overworked to notice!
Once you reduce the number of clients, you then need to REALLY assess your clients’ needs. This is NOT just what they tell you they need, this needs to include what you intuitively know as a recruitment specialist - start with the job spec, but also look at the culture, the product/service, the environment and the types of people who are successfully working for the client!! THEN look at your candidates, not just their qualifications and experience, but the personal stuff that accounts for why someone will stick with something (or conversely walk out at lunch on the first day and never come back).
You have to ask the hard questions - it is never the positives of a clients' work environment, or the strengths of a candidate that are to blame for a unsuccessful placement - it is the stuff that goes wrong! Take the time you have freed up from reducing the number you have overwhelming you and find all the elements that go together to make a successful placement!
Drop us a comment below - let us know if you have any questions about processes that can help you or if you have any advice that's worked for you!
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