rlooked by far too many in the recruitment industry... WHAT ARE YOU DOING FOR YOUR CANDIDATES?!
Don't you think they are all having a hard enough time right now -with so many avenues for them to look at when trying to find a new job; who can they truly turn to for help? Who can they trust to be on their side when it matters?
We can all go on about how well we treat our clients, and what we can offer them - but I will say on the record that good candidates are your biggest asset if treated correctly. The war for talent has always been going on - and as many on here are saying... clients do not care where they get candidates from, as long as they can find the right ones. Agency loyalty is fading fast, amidst the pressure that bottom line costs are placing on the ability for hiring managers to make carefully planned decisions. We have job boards, RPO's, in-house teams, Managed Service Providers, recruitment market places and not forgetting our new best friend in disguise - Social Media... all competing with us to try and entice companies to use their services as opposed to engaging directly with us, the recruiters.
So... the client is getting confused about whether or not they really still need to engage directly with a recruiter, or use one of the other services mentioned above. What about candidates though?! Who's looking after them - being their guide, coach, mentor through the recruitment process?? They aren't just a CV, a profile, a name, a number - they all would love to have someone that they could trust to look after their careers for them.And who can do that better than anyone else? US OF COURSE! If you as a recruiter can develop strong, loyal relationships with your best candidates, don't you think you'll be able to represent them exclusively - sort of like a sports agent model? We don't need to charge candidates to do this... and if we are the ones holding the exclusive relationships with the best talent (because we offer them a whole lot more than the services mentioned above ever can!)... then we hold all the Aces. Sure, you can't develop these relationships immediately with anyone who's desperately looking to move right now, but you can certainly do it with all of your passive candidates… which the majority of us prefer to work with anyway. "Mr client, I appreciate that you have an in-house recruitment team, an offsite RPO team, a social talent acquisition management expert (yeah, I made that one up!), your own social media company engagement job portal, and all the other stuff you are doing…. but... we exclusively represent the top 10 best FD's in your sector and region, as their career agents. They trust us to handle their careers for them just like a sports agent would look after a football player, leaving them to focus on continuing to deliver the best results to their current employers. You won't get to see them without going through us – no matter what you do. Here's their resumes (can disclose full info as we can contract with the candidate not to go outside us), here's my details, here's our rates, feel free to give me a call when your own activities fail to deliver anyone who can match the caliber of our candidates. Best of luck!"
How do you like those apples all you agency haters?!
Now my advice is lets get out there and show the candidates exactly why they should partner with us as their career agents. Sure, we can partner as well with the smaller clients, the ones who still value our services greatly... but forget trying to partner with the big companies right now - they just aren't interested. And that fact is even more certain if they have a .... wait for it.... HR Team involved! Before the HR players shoot me down again... you know you don't partner with agencies, you just use us as a necessary evil. If the overall climate changes - and boy will it if we all start representing the best candidates exclusively - then I'll gladly look at partnering with HR if they are willing to work WITH us, and not dictate to us how we should work FOR them.
Anyway... Candidates are literally crying out for some added support to help them find their way in the dark. There are a lot of companies setting up right now in order to coach or mentor candidates - especially senior level ones; on how to find a new job or get back into work after being made redundant. They will charge a hefty fee for this too - but isn't that the type of service we should be offering to our candidates anyway, and for free?! Heck, if I'm going to place them at some point, and can get them to work with me exclusively - I'll pay them!
Think about what you are doing for candidates right now :- are you truly adding value to them? Do you treat them as individuals, and not just a CV? Do you coach them and guide them, even if you know you don't have the perfect job for them right now? Do you care about the impact a new job will have on their family, and what it could do to their family if they end up taking the wrong job? Do you truly care about getting them the best salary possible, or will you pressure them to take a job at a lower salary simply so you can close the deal and get paid? Would you still offer advice to them even if they were placed this time by another agency? Why would a candidate want to work exclusively with you - can they trust you to look after them?
Answers can be sent via pen and paper to my office postal address...
Too much effort ???
Ok, how about we just all meet up for a few beers and chat about the joys of our work...
Not enough time because you're too busy actually working or playing on social media, and somehow need to fit in time to spend with your family as well ???
OK, how about we just have a conference call...
You're telling me you still don't have enough time for that either ???
Ok, if that's all just too inconvenient for you all.... I guess you can always post a message on here then....
Damn social media, you're my friend, but also my enemy as well at times... just like my other cunning friends in disguise - McDonalds, Dominos, Pepsi, and not forgetting... Mr Jack Daniels! :-)
Submitted by Sean O'Donoghue
"Lead Talent Social Aquisitional Head Hunting Specialist"
aka: A Recruiter
for the entire region as the office that raised the most money for United Way), traveled extensively and became certified as a trainer then traveled to train managers and contract people to be ready in the event of a pending strike due to a year long negotiation between management and the union. She was married to her high school sweetheart, a marriage that was unraveling as many very young marriages do exacerbated in part by the fact that her boss insisted that if she were unable to travel it would put her job at risk albeit none of the other 6 managers were asked to travel. During these two years she was called in for the following reasons: 1. She had lost weight , down from 190 lbs to a slim 160. She was told that the boss lady was not going to have her prancing around in high heels. She looked nice after having lost weight but she was attracting the wrong kind of attention wearing high heels. So she started wearing flats. 2. Albeit her teams were delivering the top sales numbers she was being too nice to them. It was not a personality contest. Just because everybody liked her she had to understand that these people would throw her under the bus at the drop of a hat so quit being so nice. 3. She was being secretive because she did not discuss her personal life with the other managers and her boss so she was not being part of the team and refused to sit in the break room for several hours a day with the other managers. 4. She was causing problems for other managers because their team members were coming to her with questions when they were unable to find their managers because as the reps put it, “the breakfast club” was in session in the manager’s break room. She was not to help people who were not on her team they were to be told that they would have to wait and ask their manager when they were available. 5. Two different male reps were called into the boss’s office and asked if they were having an affair with her. She wasn’t having any affairs, she was in the middle of a divorce that she had filed in Nov. of 2009. She had told no one at the office. 6. She was accused of being 3 to 5 minutes late on several occasions and lying about it. A check of the security key card records showed that in fact she had been late once for a total of four minutes when the weather was extremely bad and streets icy. When she explained that she was unable to get there because the school and daycare had opened a few minutes late due to icy weather she was told by this lovely lady that her kids were not the problem of the company and she would be written up for being late if it happened again and would show a pattern of lateness. 7. It had been reported that she had been seen in the car with an Hispanic man who was not her husband. It had been her uncle who was in town for the holidays and had picked her up for lunch albeit he was not Hispanic. This sparked another witch hunt with her boss asking other employees in the hall if they ever saw her outside of work. People started coming to my candidate asking her why this nutty woman was obsessed with what she was doing outside of work. 8. She was told that she was making the other managers look bad because if there were disagreements among the reps as to how something should be done she was going to the written policies and printing them out for her reps who then showed reps on other teams the written policy thus proving that the other manager was wrong so to quit printing them out. 9. She was called in and told that it had been reported that her facebook page was unprofessional and had pictures on it that were taken in the office which was against the code of professional conduct as no pictures of anything in the office were allowed to go outside. The pictures on her facebook page were one of her with her two little boys in front of a fireplace and one of her in a car wearing sunglasses that was just a head shot. Rather than make an issue of it she took her facebook page down and cancelled her facebook account after the profile being up for about three weeks between Thanksgiving and Christmas.
Just after Thanksgiving her boss's sister-in-law who also worked in the same office came to this young lady and told her to watch her back. Over Thanksgiving dinner the boss had made the comment to her sister and her sister-in-law that this young woman thought she was going someplace with the company but..she wasn't. The sister-in-law told the young woman that she didn't know why but the boss was out to get her, she thought it was jealousy and the fact that the boss had not been able to break her and make her quit.
When she came to my office in tears asking for advice about what she should do I suggested to her that it might be time to look for another job as it appeared to me that for some reason , nutzella did not like her and was obviously on a quest to either make her quit or find a reason to fire her. My candidate indicated that she loved the company and loved her job, was very close to being the only manager with a college degree and wanted to try and hang on until she could finish her degree and/or transfer out to another job within the company. She was trying to get her divorce over with, move from an apartment into a home that she wanted to buy then be in a position to apply for other jobs within the company. Ok, my suggestion was that she take steps to apply for other positions within the company and might try letting her boss know that she was getting a divorce as perhaps my candidate might be stressed with a divorce going on and two small children in the mix. Let her boss know that if she seemed secretive it was because she didn’t want to bring her personal problems into the office but to explain to the boss that nobody was having any affairs, neither she nor her ex. He was not happy about the divorce because she was the bread winner in the family and he was throwing a serious fit that he might have to pay child support so if there were some strange gossip filtering into the office in this small a town it could certainly be the soon to be ex doing what soon to be ex’s do when they realize they are going to have to support themselves and pay child support. Well, in hindsight what I thought and she agreed might be good advice and perhaps stop some of the craziness and witch hunting simply started a whole new chapter and sent the gossip mongering lunatic into full tilt boogie. Stand by for Part III It brings new meaning to sexual harassment , retaliation, discrimination, bullying and every other obnoxious thing a boss can do to an empl…