Here are the rules we live by when working to bring new employees to HR Directors and other hiring authorities:
1. Don’t waste their time. You don’t have nearly enough to start with. Do everything you can to avoid wasting their time.
2. Use email as much as possible instead of the telephone. Recruiters must use the telephone in order to "sell" but remember that the customer comes first.
3. Keep reminding them where we are in the process because this is just one of a hundred things on their "top priority" list today.
4. Don’t send them resumes you found on a national job board. They’re already looking there. Besides, they need you because you have the time and recruiting talent to work the phones and really dig for the top talent they’re looking for.
5. If they tell you something one day and then change course the next, understand that unless they have the title "VP" or "Owner" after their name, they’re really just a bottom-feeder and must respond to the ever-changing needs of their organization.
6. Take burdens off of them by:
o Don’t send them junk resumes.
o Understand their Job Order and the requirements for the position.
o Interview your candidates thoroughly and attach a summary.
o Offer to complete reference checks.
o Stay in touch daily with your candidate and keep them informed so you can report and update progress to their next boss.
o Know your candidate’s needs in terms of salary & benefits before you invest their time and energy.
o Be a great salesperson when it comes to the offer, and close the deal.
o Know what’s going on in their business and who the players are. Yes, this is the core basic recruiter skill of knowing who is in the decision making loop. Ask them and they’ll be happy to tell you who the decision makers are.
o Don’t push them if they don’t want to give you certain information. (Examples: Other positions they’re working to fill; full salary range data; succession plans; etc.) You may ask if it’s something they’d rather not share, but if you push too hard you may find you no longer have them as a client.
o Show appreciation. Thank you cards, with a sincere hand-written note, really will help build the relationship. (Remember, you are in the relationships business!)
o Make sure you make them look good. Take every opportunity to brag them up to their boss and the hiring manager, and give them credit for snagging the great new hire (It will be our little secret!).
Working with "their" recruiter has got to be one of their positive experiences.

Professional Recruiter Associates is a world-wide firm of executive search consultants dedicated to matching the right Talent to our clients' needs.
Our executive search consultants fully understand the issues of real business that our clients experience on a daily basis. Our added value is that we approach assignments from a business point of view, have experience in our industry sectors, and are trained to assess candidates from a skills, cultural fit and personality profile perspective.


Views: 251

Comment by Rayanne on October 20, 2010 at 5:55pm
#5 is critical to remember. It is sooo easy to get frustrated and want to give that bottom-feeder a piece of your mind - especially when you have candidates on the line that have been sold on the position and the comp package originally stated... Unless, of course, the comp goes up - love that change...
Comment by C. B. Stalling!! on October 21, 2010 at 9:31am
#2 Is this your rule about not using the phone. I have a good relationship with my managers and i tell them when I call it is for a good reason and they need to answer.

#4 I send them resu,e I find anywhere. My job is to find them someone to fill the job and it might be from Monster. But please follow your rule and that is one more placement for me.

I never like working with their recruiters just me...
Comment by Ragan Kellams on October 21, 2010 at 2:37pm
Agree with everything you say here except the bottom-feeder line; not all HR directors are bottom feeders, but yes, we are subject to the whims of the powers at be. And, as the client, we don't like to be referred to as a catfish. :)
Comment by Steve Dill on October 21, 2010 at 3:54pm
Smart recruiters use targeted niche web sites like http://www.gorillamedicalsales.com to find those hard-to-identify candidates who mayt be the perfect fit for the employer.
Comment by David King on October 21, 2010 at 3:56pm
This was an interesting quick read...though I absolute MUST agree with Ragan. Referring to any client as a "bottom-feeder" is less than professional, and to think of them that way is risky: such a lack of regard for the client is likely to become a costly mistake. If you regard them as bottom-feeders, your later suggestion of sending "thank you" cards seems insincere at best. As you said, "Remember, you are in the relationships business!" There are many kinds of relationships; toxic ones are not recommended.
Comment by Slouch on October 21, 2010 at 4:05pm
Hey Steve, and if a recruiter does not use the site you mention they are not smart?
Comment by Joseph D'Alessandro on October 21, 2010 at 4:53pm
Thanks for the blog, and I agree with you EXCEPT for the bottom-feeder tag and #2. It's very hard to build rapport and relationship via email. It's impossible to effectively discuss a candidate or conduct a proper debrief via email. As recruiters we earn our living on the phone!!
Comment by Margaret Babcock on October 21, 2010 at 4:54pm
I agree with everything - especially not sending Job Board Resumes. Also it is critical to get all your information about the position upfront so you are not wasting the client or the candidates time. When things do need to be clarified, I find it easier to get the information through an email than trying to get someone on the phone or for them to have to answer a voice mail.
Comment by C. B. Stalling!! on October 22, 2010 at 10:07am
If the client will not get on the phone with you to discuss what they need as a hire, Then that is a good company to go recruite people From.

If they are paing a fee they need to talk to me all the time....
Comment by Cathy Bialy on October 22, 2010 at 10:28am
Great blog with good reminders for new and experienced recruiters. There are times however when you do need to "push for certain information" when it comes to hiring. For example: If a small start-up company has a drug with a narrow indication in an overcrowded market with no niche, or no managed care coverage, or not enough VC money, that's a company you don't want to recruit for. If a CEO, VP or HR doesn't know or can't get answers to those kinds of questions, run!

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