You need to really take the time to know your candidates – their personality, their interests, their ambitions, the way they like to work, their ideal workplace situation (from home, in the office, a hybrid of the two open plan or smaller spaces buzzy or quiet, and so on). It’s not enough to reel off a candidate’s qualifications and experience – a client can do that by looking at their CV. Understand their business, the state of their market, the type of candidate they will be looking for when they start to hire again and you will be well prepared to meet their requirements and deliver top talent to them. Whether a client is hiring now or not, they will be at some point in the future and you want to be the recruiter that they turn to first. In Wave’s 4th Talent Matters webinar focusing on recruitment post-furlough, guest Kevin Green insisted that “the more you understand your clients, the easier it is to position candidates”. Eventually you will be able to anticipate those needs. Make it a point to regularly phone your clients, even those that you are currently actively recruiting for, to see how business is going, their forecasts for the near and no-so-near future, whether they might be looking to hire soon if they’re not now, what sort of candidate they would be looking for, and generally understand their needs as a business. Without an understanding of the jobs your clients are trying to fill, how do you know what to look for in candidates? By the same token, how could you help a candidate find their ideal role without understanding the industry they work in? Keep up to date with industry news and trends, seek out key statistics, and be aware of any difficulties in recruitment in that market. Knowing the sector you recruit for inside and out is vital to understand not just the recruitment landscape (whether there’s a skills shortage, if it is an industry that is generally actively recruiting, and, in the current climate, how the pandemic has affected it) but the kind of roles there are, the key skills and character traits needed, the level of experience that is desirable at each level, and so on. That time you invest in your clients and candidates will pay dividends. How do you get around this? Ensure you have the right tech to help you manage candidates efficiently and effectively and use the time saved to pick up the phone. When you are dealing with an influx of candidates, time is not on your side. WaveTrackR data saw applications leap to 166% over the March-June average in September. Time is a rare commodity in recruitment, especially when applications are soaring. Only then can you build relationships and instil trust, being the recruiter that your client turns to first when they have a role to fill and that talent approaches to find them the perfect job. Only then can you truly match talent with opportunity in a way that benefits all parties. Your value as a recruiter is based on how well you know your clients, your candidates and their market. Recruitment is a people-powered industry so you need to know and understand those people inside and out. It is about what you bring to the table, what makes you special and gives you that edge, how you stand out from your competitors. In a recession, demonstrating value is vital in order to retain business but this doesn’t – and shouldn’t – mean being the cheapest option in the market. You can easily access candidates hidden in your database and streamline processes, giving you more time for money-making activities instead of admin or endless lengthy searches.The importance of investing time in your clients and candidates
SourceBreaker seamlessly integrates with Bullhorn and other databases to help get more value out of your existing data. The panel also included Neville James (Cloudcall), Raymond Pennie (Kyloe), and Milly Morris (Bullhorn). Our CRO, Adam Dale, joined a panel of top industry suppliers to discuss ‘Best Business Practices for Maximising ROI: What Partners See from Innovative Agencies’īasically, what works? And what doesn’t? And how can you grow and succeed in recruitment? SourceBreaker was lucky enough to sponsor the conference which included keynote speakers, breakout sessions and panel discussions. An immersive online event, packed to the rafters with experts sharing their knowledge and some good old fashioned networking for the recruitment industry.
On the 12th of October Sourcebreaker sponsored Engage X Europe.
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