In an ideal world, recruiters would have meaningful relationships with all their clients and have them on speed dial.
You’ll know how your candidates are performing while they are doing their final round, as your favorite clients will email the interview feedback right away.
Let me stress that again…in an IDEAL WORLD! But unfortunately, the world is not perfect, and recruitment is tougher than ever.
That said, I believe laying the cards on the table is the key to any successful hiring.
If you and your clients are not honest and upfront with each other, what benefit are you reaping out of your partnership?
So the next time you sit down with your hiring manager, follow these pointers to get the most out of your partnership with them.
Setting Clear Intentions with Hiring Managers & Clients
If you want to find out if your next client is truly worth your time, pay attention to how they communicate with you.
You should be able to openly provide your client feedback on their hiring strategy and vice versa. If a candidate doesn’t accept an offer or a cold outreach, your client shouldn’t blame you.
At the end of the day, hiring talent is a group effort. You and your client are on the same team and must respect each other to achieve a common end goal.
Asking Relevant Questions
Any honest and open relationship with a client begins by asking the right questions. To make this easier for you, here are some questions I recommend asking your hiring manager.
- How long have these roles been open?
- What have you already done to get these roles closed?
- How long is your interview process?
If your client faces a lengthy interview process, ask them how they are willing to expedite it. This way, you’ll know exactly where your client’s needs lie and how you can provide a meaningful hiring solution.
Apart from the basics, it’s also essential to dig deep into your client’s recruitment process and understand why or why not their existing strategy works for them. To get a better perspective on their hiring approach and capabilities, asking these questions is a great way to define a roadmap.
- Where are you lacking in your hiring process? Will you do what it takes to fix it?
- How long does it take you to provide feedback on resumes and interviews?
- What is your closing percentage for roles like this? Why are candidates declining your offer?
- How many recruiters do you work with?
- Do you prefer high-volume hiring or only a couple of great candidates weekly?
You might think these questions will turn your partnership into an interrogative interview, but I can assure you that asking the right questions can lead to the perfect client or just another hiring manager ready to waste your time.
Is Your Client Wasting Your Precious Time?
So you’ve got all your questions ready for your new client. But how do you identify if they’re the real deal?
The answer to the questions you ask your client can help you determine if you can work with them. My tip is to practice active listening when the client answers your questions.
Here are some answers you’ll want to hear to find out if you’re headed in the right direction–
- These roles have been open for months, and we can’t wait any longer
- We have posted everywhere, exhausted our networks, and are reaching out to other external recruiters
- The interview process can take up to 60 days, but we are open to moving much faster with your help
- Our hiring process is fragmented and needs to change
- We take 24-48 hours to get back on resumes and understand this is a priority
- Hiring manager bonuses are tied to achieving hiring goals
If your client cannot provide numbers, shed light on their functions, or provide a definite timeline, you’re definitely in the wrong place!
To take it a step further, you want to ensure your client is on the same page and willing to collaborate with you and your team of recruiters. Here are some responses I like to hear from clients before I seal the deal–
- People have declined our offers because of salary. Since then, we have reworked our employer brand and feel we can be competitive.
- We prefer quality candidates over quantity.
- We want to work with only a couple of recruiting firms. We will pay attention to their conversion rates and hope to have just one great relationship with a firm.
- We want a long-lasting relationship with our external recruiters.
Of course, you shouldn’t expect to hear the exact same responses from all your clients. In the end, it all comes down to your client’s background, needs, budget, industry, and many other factors.
Recruiters shouldn’t be afraid to walk away from clients that don’t do things right. There are hundreds of thousands of companies you can work with. Knowing your worth is the best for your candidates and your bank account too!
Happy recruiting 🙂