Indecisive clients can be frustrating. Some clients wade helplessly in a sea of information and have difficulty autonomously making candidate selections. Still others, having previously arrived at a conclusion, can thwart the best laid plans with last minute hesitation. It’s important to evaluate your staffing services and recruitment strategies to make sure that you’re able to assist even your most skeptical clientele. Additionally, this self-evaluation can assist you in your pitch to new clients.
What Sets You Apart?
Consider your position among your competitors and identify the specific characteristics that distinguish you from similar businesses in the industry. Do you have a unique compensation strategy that would be particularly appealing to clients? Do you have an unusual way for identifying particularly qualified candidates? Are there any staffing services and recruitment strategies that you employ that are exceptional or noteworthy? Identifying and presenting these distinct features to your clients help to build their confidence in your recommendations. Fortified by your discrete strengths, the trust you create with company management can help you close on candidate recommendations in situations where managers are wavering.
Understand Your Client
Despite what you may personally think is important, it is paramount to identify the things that your client sees as beneficial. If your understanding of value is not aligned with that of your clients, your recommendations may not be valuable and could undermine the credibility of your services. While it might make sense to align a highly qualified and experienced candidate to a company’s prospective job description, managers within that organization may prioritize cost savings above experience. Modifying your policy for provision of staffing services and recruitment strategies can keep you from running afoul of your client’s expectations.
Grasp Your Role
Business decisions should be pragmatic, but there is a sensory role in every decision that can’t be ignored. It’s a natural inclination to do business with someone that you like. This means that you should be conscious of how you interact with management so you can deliver effective messages without being offensive. There isn’t a quantitative way to determine how much professional rejection is based off of personal incompatibility. Nevertheless, it’s a factor that can’t be ignored. To protect your relationship with management, keep your function with the company in mind. Don’t forget that you are working as an extension of management. You are assisting with a managerial role, but you are not management, which means candidates that you think may be a good fit are simply recommendations, and management is entitled to accept or refuse. Effective staffing services and recruitment strategies employ patience and tact in communicating candidate recommendations and any associated urgency in quickly contracting coveted applicants.
One Role, Many Hats
While your primary role with your companies is to provide them with top talent, business relationships require that you be able to fill other second-tier functions in order to build a successful and long-lasting association. In your role as psychologist, you will assist company managers with the frustrations they will experience in the interim period when their roles remain unfilled. You will be an advisor for both the company and for prospective candidates you hope to match with your organizations. As a liaison between the two, you will fill the role of salesman. Additional responsibilities may exist beyond these listed functions, and it is important to specifically identify these roles and how they fit in your plan for staffing services and recruitment strategies.
With Recruiting Strategies, Honesty Is the Best Policy
At the end of the day, continued business in the recruiting industry is not only related to being able to place long-lasting employees, but also your reputation. In other words, you can’t be that person that will do anything to close a deal. Be honest with candidates about the appropriateness of a role for their skill set. Be forthcoming with company managers about the compatibility and credentials of prospective candidates. As candidate coach, you’ll want to follow up after interviews not just to determine the viability of the connection but also to mine information for future use on the effectiveness of your recommended strategies. Closing deals with company management is more likely when you have created an environment of trust with your client and have a good understanding of their business and your role. A comprehensive understanding of your own businesses and the contemporary job-seeker will help you tailor your approach as the intermediary. Use the resources on Mighty Recruiter for more information on discovering those all-star hires for your companies.