After 10 years in the business, we’ve seen some significant changes in how recruiters approach prospective clients. While we’ve always been in the business of building relationships, how we go about it has evolved considerably.
At Henry Nicholas, we work hard to deliver a modern and quality experience that adds real value at every touch point of the client journey. Here’s how we do it...
Finding the time to listen
Cold-calling clients to drum up business is now a thing of the past. If we want to work with a particular organisation, we have to earn their trust. There are more recruitment businesses in operation than ever before, so competition is fierce. Why should an organisation choose us above all others? It’s about much more than telling them how great we are; it’s about developing an in-depth understanding of who they are, what they’re looking for and the unique challenges and opportunities they face.
The time we invest isn’t spent bombarding prospective clients with communications, it’s about listening and learning through company news, social media timelines, and getting out there and meeting with them where possible.
Asking the right questions
It’s no longer as simple as getting a job vacancy sent over and hitting the phones to find a suitable candidate. In an era of talent shortages and increased competition between employers, we need to ensure we source the best candidates who are the right cultural fit and therefore more likely to remain with the business.
It’s imperative to ask the right questions to ensure we gain a complete picture of a client’s objectives, the role, reporting structure and the type of personality that will complement their current team. This often means we have to ask some confronting questions, particularly if they have high staff turnover, as we need to get to the bottom of what might be going wrong and how we might be able to help them to avoid making the same mistakes again.
Communicating in the right way
It wasn’t too long ago that picking up the phone was the only practical way for recruiters to communicate with clients. While calling is still a preferred mode of communication in most cases to ensure the recruitment process doesn’t lose momentum, it’s crucial to respect the client’s preferred method of communication. If a client would rather talk via email, on LinkedIn, or outside of office hours, that’s what we’ll do.
Over-promising to win business is counterproductive, so we always begin our client relationships by managing expectations and agreeing on realistic goals that we’re actually able to deliver. If we can’t help a client, we’ll recommend someone who can. It’s better to lose a potential client than fail miserably and face irreparable reputation damage.
Recruiters are adapting all of the time to the needs to today’s clients, and it’s no longer about winning as much business as possible, but instead winning the right type of business through an ethical, honest and genuine approach.
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