Recruiting Clients/Clarifying Needs

Recruiting new customers/clients is similar to the recruiting process of candidates with one exception.  While recruiting candidates, recruiters generally tend to feel more in control.  As a recruiter, I am always comfortable probing for insight with the candidates I am recruiting but the roles are a little reversed when dealing with customers.

Why?  Customers/Clients have a tendency to limit their responses much like disengaged candidates.  They tend to provide short answers based on their assumption, I should know the "ins" and "outs" of their specific requirements.  Beliefs that general is more specific and the own-ness is on the individual providing the service to be all knowing.  

The solution? Never to concede that the role of the recruiter has changed one iota.  Recruiting candidates and recruiting customers requires the same amount of work and education to determine the underlying information necessary to close the deal.  I need to understand the needs of my customer's requirement from a work function, cultural and an organizational impact standpoint so I can effectively source, identify and screen candidates for this individual requirement.  Developing a solid relationship with a customer assists me in understanding their individual work ethic and approach to work which allows me to really screen potential candidates.  

Sometimes the best customers are not the easiest to discern because they have been burned in the past by the failed relationships with their external agencies supporting their requirements. They tend to be short and curt in their responses because they don't appreciate the service being afforded to them.  

Let's reflect on this at a granular level.  As a contingent based recruiter,  I do not generate revenue unless I make a placement for the order being supported.  So, if this is the scenario, I have to identify the best candidates to bring forward to my customer.  Although I fill technical positions, often times candidates are disqualified because they lack the soft skills necessary to communicate their abilities.  Oddly, the same challenge usually presents itself when qualifying orders with our customer.  

Solution:  Work on building a better method of communicating with both sides.  I see my role as a intermediary, someone that is a conduit for others to connect and network.  I enjoy supporting the customers I work with and I also enjoy working with candidates.  I don't always succeed with everyone but I take my time and do my part to understand the others need so I can effectively communicate it in performing my work duties.

How would you rate your ability to clarify your need?

Recruiting for you  

What motivates you?

Part of my role recruiting technical talent relates to understanding motivations. Did your career choose you or did you choose your career? When speaking with highly skilled professionals, my senses are stimulated as we review the characteristics of their motivations, what influenced their career direction and why this was important?

Individuals that enjoy what they do are much more concerned with the role and how it relates back to their ability to continue growing versus does this job meet my minimum requirements, namely, being able to support the need for food, water, clothing and a place to stay (although, I think most people want to be challenged by their work, this is not a necessity).

I enjoy working with self motivated individuals. On going learning and professional development for self motivated individuals leads to greater job satisfaction; one is capable of managing their ability to aid in the corporate growth and achieve long term objectives related to career progression. It also provides challenge.

Depending on the individual, this may also encompass the ability to achieve the greater good. The ability to address societal issues and affect the masses versus a select group. Believe it or not, individuals working in the private sector in technical roles can and do possess this desire. Sometimes these individuals are so insulated in their roles it can be difficult to reach them directly. Their needs, at this point in time, are proverbially being met.

As a contingency recruiter, I am working with a customer, client or business entity which has an opening which needs to be filled. In a "best in class" employer, one of the first questions a job seeker will need to address for the employer relates to motivation because candidates with the appropriate technical skills can be identified but not necessarily the right motivation. Customers enlist my aid to identify candidates based on this criteria, it relates to my passion and I can appreciate their pain.

Third party contingent direct placement recruiting is more than just a skill match although it may not seem so to on-lookers; employers and candidates require that the individual recruiting is knowledgeable about their field and their customers. Over the course of my career, I have had many successes and probably, equally if not, more situations of failure. The one certainty lies in my ability and willingness to identify the motivating factors essential to make a credible placement which is a win-win for all parties.

So what motivates you at your core as it pertains to employment? Are you willing to take a closer look?

Recruiting the best talent!

If you are happy in your current position, what would it take to be happier?

As a recruiter, I generally spend my time speaking with individuals who may or may not be actively involved in a job search. Usually, a common initial comment I am faced with is, "I am pretty happy and not currently looking"; from a recruiters perspective this is a polite brush off. Professional Recruiters are not always seen in a positive light shall we say, so, unless there is a need or a compelling reason to speak with us most people choose not to engage. (What a missed opportunity to become happy!)

I am generally appreciative of the individuals' position but I being a recruiter my natural tendency is to gravitate to thinking just how happy are you in your role and how can I assist in helping you move from being happy to being happier? As I screen candidates on a daily basis, I am looking for strong communication skills. This is quantified as being the ability to articulate the skills necessary to be successful in the workplace. What are the challenges encountered while performing your work? How do you overcome them? Are they overcome-able? What changes have you been able to implement in the workplace that improve the internal processes and how does it affect the work flow in the environment? Are you knowledgeable of the tools that you are working with? Are you organized?

When a person can speak coherently about these things with an underlying passion; I get excited and enthusiasm also pours from my voice because I know I can help. I can also help others unable to quantify their knowledge to this extent. This just takes a little bit more effort on both of our parts to communicate and work to define it.

Being happy at work is a very important component of our lives and working with people that enjoy what they do is also important. I predominately recruit in the technical market for IT professionals. I have also recruited sales, marketing, engineering, field service and human resource professionals. I like to work with passionate people as clients and candidates. Feel free to bookmark my blog and visit regularly.

Cheers, I am out hunting for those that want to be happier professionally.