How to Keep Your Recruiter-Candidate Relationship Good

Time and time again we hear about candidates getting increasingly fed up with recruitment agencies either hassling them about jobs they are not interested in, or doing very little to actually help them find their desired position.

Recruiters tend to forget that whilst their loyalty is to their clients (after all, it is their clients that give them business), it is the candidates who make them their commission! Without quality candidates, recruiters would be unable to fill available job vacancies and would therefore be out of business before they even get started!

The importance of maintaining good recruiter-candidate relationships is imperative to your overall success as a recruiter.

Here are some helpful tips on how to keep the relationship blossoming with your quality candidates…

#1 Get them in for a chat

The candidates who you believe you will be able to find a job for should be ‘looked after’ by you. One of the best ways of doing this is to find out exactly what they are looking for in their next position and find out their strengths, weaknesses and skills. By understanding these points, you will be in a better position to put the candidate forward for relevant job interviews.

If you take the time to speak with the candidate face to face, they will feel as though you are genuinely there to help them succeed. After all, you need their vote of confidence in you too, in order for them not to go with another recruitment agency!

#2 Don’t waste their time

Oftentimes, candidates who are in full time employment are the ones you desperately want to send out on job interviews (if they are in a good job now, they are likely to be an good quality employee and excellent candidate for your available vacancy). Employed job seekers are usually the ones with the best career track record and so it can be difficult to determine exactly which job interviews you should approach them about – the last thing you want to do is waste their time by sending them to job interviews that are poorly matched to their requirements and skills.

If the candidate is in full time employment, be aware that planning interviews for them during working hours can be particularly stressful for them. You aim may be to fill the vacancy, but your approach must be appropriate. Never call employed candidates while they are at work unless this has been pre-agreed, and avoid setting up interviews during the working week without asking the job seeker if this is acceptable.

#3 Avoid bombarding them with emails or phone calls

Some candidates you come across will be interested in hearing about new opportunities (if they suit), but are not actively looking for a new job. It is these candidates you need to be careful with – they will end up getting annoyed if you constantly email them with job vacancies especially if the vacancies you send are irrelevant to their skill set and career goals.

There have been many cases where complaints have been filed by aggravated candidates, and in other situations, quality candidates have refused to work with the recruitment agency, thereby causing the recruitment agency to miss out on placing a top recruit.