Recruitment is a relationship.
It is the bringing together of the client and the candidate with the recruiter as the match-maker. In some cases one could see the recruiter as the person to unify the relationship between the two.
Prior to being assigned a request by the client to go out and search for a specific individual, the recruiter needs to establish rapport, gain trust and show industry knowledge – their expertise, so to speak.
Steps taken to finding a suitable match
Only once the recruiter has established credibility and has gained the client’s trust do they begin to get a list of requirements. Simply having a standard list of requirements in the form of a JD (job description) is never enough. The recruiter carefully matches up the “must-haves” vs the “nice-to-haves.”
Should the recruiter wish to meet the client’s requirements in full they need to know the interview process and potentially onboarding procedures, including the number of people needed to meet the candidate(s) and approve of them. This area of matchmaking can be daunting as we can’t always please everyone but it is the job of the recruiter: to prep each candidate before sending them in to meet a prospective match.
Recruitment is not a one-way function and shouldn’t be that.
At each stage of the interview process after the candidate has met a member of the client, it is imperative that feedback is given to the recruiter to assist in a smooth transition of moving both parties closer together. Sometimes there may be misunderstandings that could jeopardize the whole process.
From having received feedback from the candidate recruiter needs to ascertain from the client if the candidate is a good match. Are they happy with the candidate and did they tick all the boxes; and would the client like to meet more candidates of similar pedigree?
Should the client not be pleased with the recruiter’s match-making skills, it demonstrates that the recruiter had not understood what it takes to make the client happy and what they are truly looking for, therefore, both the recruiter and client need to sit down and (again) go over the list of expectations or requirements in this matter.
Usually, the client will request to meet a few more candidates and weigh the pros & cons of each. In most cases the client should request to move forward with the first candidate; this is the ideal situation.
Just as both parties are about to cross the finish line, the recruiter needs to ask both sides if they have any last-minute concerns. As should have been the case throughout the entire process, or at least at the very early stages, the match-maker should be covering their bases as in “have you told your spouse that you are moving, changing companies?”. One would not want any hidden surprises at the finish line. Should the candidate be happy, the recruiter is now in a position close them and arrange with the client the onboarding process.
This mixture of analogy and metaphor is what recruitment should look like in the sense that it is a relationship between 3 parties with the recruiter managing both the client and candidate, ensuring that both parties are happy at all times and addressing any issues that might surface during the interview process.
What is recruitment NOT!
Recruitment is NOT a numbers game nor is it a quantitive game. The commodity is people and the quality is dependent on the quantity (does this contradict the “it’s not a numbers game” statement above?). Recruiters are not needed to present dozens of irrelevant resumes, hoping that one good resume sticks out. Irrelevant resumes present themselves to clients.
Understanding “what the client wants” versus “what you think they need” are 2 different things with an important difference. This latter presents much more work for both parties . Recruiters are supposed to alleviate the strain from the client and NOT give them more work, thus allowing the client to continue with their day-to-day business and transactions be it clerical, admin work etc. through to sales and business development etc. all of which is industry specific. All the “not to do’s” can be avoided using best practice and a stringent framework that makes the best use of recruiters as a resource for firms; and at the same time providing a structure for recruiters wanting to be productive by offering a streamlined service. The takeaway – provide an awesome service by listening to both parties and present the client with a minimum number of resumes. Get it right the first time! Should you feel like I might be able to be of assistance don’t hesitate to reach out to me. Let me know what you thought of this article – comment below!
Author: Oliver Reade | Founder and Managing Director