How to rock your candidates world... So simple

There are so many of us out there looking to recruit the same candidates, and we all have our pitch about why our opportunity is better, but what is going to stand out in the mind of the candidates? The personal time we take to get to know them and understand what they are really looking for. I would love to pose the question, how many of us really take the time to get to know our candidates and make sure we are being their consultant and not just pushing them through the process to make a hire? Our clients will also thank us, when we dont have to refill the position in 90 days or even 1 year, because we made a quality match. Just a bit of thought surrounding something we all do everyday- be memorable in the minds of your candidates, show them why it is great to work with recruiters. The simple fact is if we take the time to listen not only to our clients but our candidates, they all come together and thats when you know you have a rockstar candidate to present.

Comment by Susan Kang Nam on August 14, 2008 at 6:48am: Thanks for your post. As a passive candidate standpoint (at the moment) and currently exploring the recruiting industry ~~ I'll have to say I'll most likely talk to someone in the recruiting industry who takes time getting to know what I am looking for. Not someone who just wants to make money off ... I will deter away from those professionals... and most of all.. "listening" goes a long way. I agree with you that. I have met quite a few recruiters in the past who only push candidates through the process to make a hire... and that really put a bad tastes in my relationship with that particular person. Listening, mutual respect, quality discussions goes a long way.. however I feel most are pressed for time... and don't really care to get to know you as a candidate. My 2 cents this morning ~ Thanks~ p.s. Quality hire that lasts for more than 90 days to even further = priceless (for the org. brand, bottom-line and mostly quality of life in that org)...

Comment by Kara D. on August 18, 2008 at 2:08pm: I have found from feedback from our candidates that this is the most important thing to them. We spend a lot of time getting to know our candidates. I don't want to have to fill that position again! We believe in high intent recruiting - which means, we don't put warm bodies in our positions - we put someone who is the right fit. It is harder to recruit that way but the results are soooo much better. At the same time, we have to be detached from getting emotionally involved with the position's candidate. If it doesn't work out - that's ok too but I better have learned something from the experience. I believe in "after action reviews" (to steal an Army term). I need to find out what worked and what didn't. There is nothing more satisfying than to present that rockstar candidate you talked about.