Just Curious - "A" Candidate VS "B" Candidate

Hello Bloggers!

We're constantly choosing between our A,B,C Candidates and how they fall within our scope of clients. Also, what is an "A" candidate? Assuming a Type A personality that could get any job just by a snap of their finger? I wish! Or someone that gets multiple offers and ends up taking the higher paying job. Can I blame them? And how does this relate to "Candidate Control"? Well lets be honest on how many "A" candidates we have control of. So why take the risk? Maybe to better our relationships with our clients. From the client side, all we hear is the sell, although rarely will we suggest if the candidate is a risk? I've seen Recruiters and Account Managers taking these risks almost on a daily basis, and getting burned at the end.

On the other hand, we can only coach B/C candidates, although the argument from the client is: what service are we paying Agencies for if we're receiving average candidates?

Where am I going with this?
Training!

They say that getting an A isn't the hard part, it's sustaining it. Well the same goes for recruiting. We can all close, although what keeps the candidates there? If we lose sight of our candidates, and let them disappear after they start their first day, then why are we surprised that they're working for another employer next week?

Recruiters need training as much as any other profession. After all we are head hunters, account executives, and relationship managers. Clients pay Agency for Quality Candidates....AKA "A" Candidates. How do we as relationship managers ensure they're loyalty to our clients.
Training will then need to target how to attract and sustain "A" Candidate relationships.

My question to you, what training methods have you come across that not only increases the number of closes, but also increases client satisfaction?

Looking forward to your thoughts.

Neha

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