When it comes to problems and issues, it’s not a question of if they will happen, it’s more a matter of when!
As recruiters, we deal with human beings on both sides of our sale, which guarantees inevitable problems.
Think for a moment of how you react to the following scenarios:
* Fall-off
* No-show
* Counter-offer
* Offer turndown
* Low-ball offer
* Fee negotiations after a final interview
Each year, I speak at a minimum of 26 conferences. It always amazes me how uncomfortable my staffing and recruiting audiences become when I bring up the question of how they handle problems. It’s almost as if no one wants to admit they ever have one!
Approximately 30% of my speaking engagements are to corporate audiences. The perception of these corporate executives is that we as recruiters are not doing a great job when problems occur.
In fact, many clients and candidates feel we disappear when issues surface. Whether you agree or disagree with them, this is their perception—which, of course, is their reality! If you truly want to attain the status of trusted adviser to your clients, this perception must be changed.
Ask yourself the following three questions:
1. How often do you follow up with candidates AFTER you place them in a new job or assignment?
2. How often do you follow up with clients AFTER you place a new person in their company?
3. Do you track these follow-ups?
Most individuals in our profession realize “communication” can make or break a working relationship with our clients or candidates. We’re great communicators before and during the placement process. Where we drop the ball is after the placement is made.
If you don’t have a follow-up process, you need to develop one. If you don’t follow up with both the client and candidate, the perception is that you don’t care!
I’ve had recruiters admit that they do not want to know if there’s a problem. That is extremely short-sighted. Often, you can solve a minor problem before it becomes an uncontrollable issue, and as a result, save your placement.
When problems do exist, these need to become your top priorities. You must not dwell on problems, but switch immediately over to possible solutions.
The end result of addressing problems is happier clients and candidates, which always results in you making more money!
So, do you focus on problems . . . or solutions?
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Barb Bruno, CPC/CTS is a guest writer for the Top Echelon Recruiter Training Blog, and you can hire her for your next conference or event or for in-house training. Barb’s training techniques have guided thousands of recruiters to a higher level of sales and profits. She is best known for her methodical, easy-to-implement strategies that she shares with her audiences. Her enthusiasm is contagious! If you would like to hire Barb, please call 219.663.9609, email support@staffingandrecruiting.com, or visit Good as Gold Training online.