Read “Timing is Everything for Recruiters, Part 1.”
During the initial discussion with your client, at the point where you’re qualifying the job order and establishing the hiring process, you need to emphasize the importance of timing. As a result, you might say the following:
“In order to achieve our objective, we need to properly measure each candidate against our agreed upon selection criteria. At the same time, we must build an interest in the candidate on wanting to work for your organization. After all, you cannot hire someone who does not want to work for your company. Does that seem reasonable?” (If “yes,” proceed. If “no,” find out why.)
“In this competitive hiring environment, the best outcomes are achieved when we can issue an offer at that critical point in time when the candidate’s interest is at its peak and the evaluation process has been properly completed. To issue an offer at any other time, except when these two events simultaneously occur, could compromise the likelihood of a successful outcome. Can you appreciate the importance of this approach?” (If “yes,” proceed. If “no,” find out why.)
At this point in the discussion, it is imperative for you and your client to agree on a unified strategy for evaluation and interest building. You must accept joint responsibility for properly completing these most important steps in the hiring process. Anything that inhibits the timely accomplishment of these two steps must be eliminated from the process. Anything that enhances the effectiveness of the process should be included.
You are the most critical component in the entire process. It is your mandate to locate, evaluate, generate interest, and position qualified candidates within a properly structured hiring process. It is also your responsibility to establish the timeliness of that process. This must be accomplished at the front end, when you’re qualifying the order.
By properly executing this strategy, you’re working in the best interest of everyone involved, including yourself. However, it takes confidence to stand your ground. The ultimate qualifier may be to ask your client the following:
“Why would I agree to work within a process that is designed to compromise the likelihood of a positive outcome? That doesn’t make sense for either of us.”
Remember, once the process begins, timing is everything. As always, if you have questions or comments regarding this article, please let me know. I welcome your feedback.
(Terry Petra, a guest writer for the Top Echelon Recruiter Training Blog, is one of the recruiting industry’s leading trainers and business consultants. A Certified Personnel Consultant since 1975 and a Certified International Personnel Consultant since 1989, Petra has extensive experience as a producer, manager, and trainer in all areas of professional search, including retainer, contingency, and contract, as well as clerical/office support and temporary. For more information about his services, visit his website or call 651-738-8561.)