Chat with us, powered by LiveChat 12 Steps Recruiters Can Use to Develop Candidate Rapport

12 Steps for Developing Candidate Rapport

by | Oct 6, 2015 | Recruiter Training, Top Echelon Blog

Recruiting is a relationship-building business. Our profession is no different than any other sales profession. People give their business to individuals they like, as well as to those who provide them with results. It is not your job to agree or disagree with your clients or candidates.

It is your job to identify the priorities of your clients so you can present top talent they will hire and also identify the priorities of your candidates so they will accept offers.

It is most advantageous for you to develop rapport with your clients and candidates. Always emphasize the WIIFT (What’s In It For Them) if they utilize your services. This rapport must be based on trust, and it’s important that they perceive you as an expert who can provide them with results.

When you accomplish this level of rapport, you will enjoy a profitable relationship that will consistently result in higher levels of production. Thus, candidate relationship management is at the core of billing more as a recruiter.

12 Steps for Developing Candidate Rapport:

  1. It begins with how you present yourself, your company, and your level of commitment to provide them with results.
  2. How you schedule your interviews impacts your candidates.
  3. You must emphasize why it benefits them to schedule an interview with you.
  4. Getting your paperwork completed upfront helps you to focus on the candidates you will be able to assist. You do not want to waste time on candidates who do not have the experience, skills, and stability mandated by your clients.
  5. Conducting a general interview vs. an interview focused on a particular position helps you to truly identify the “hot buttons” of each candidate. Candidates can sense when you are focused on one specific position.
  6. Never assume that your candidates want to do exactly what they have done in the past in their next position.
  7. Utilize percentages to truly understand what your candidates have done and what they want to do next.
  8. Refer back to your interviewing notes throughout the entire job placement process.
  9. Empower your candidates by saying, “I take my direction from you.”
  10. If you don’t like an answer, change your question.
  11. Deliver excellence and show you truly care about your candidates.
  12. The basic rule in any sale is under-promise and over-deliver.

If you begin to implement these steps, you can develop more profitable relationships with your candidates!

Throughout this process, make sure that you utilize a recruiting software with ATS features that will keep each candidate’s information organized. A thorough recruiting database can increase a recruiter’s productivity, and lead to a dramatic increase in income.

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 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, or visit Good as Gold Training online.

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