What are the best ways to address client concerns about a candidate?

If my clients have concerns, that is their problem. They knew who I was when they signed the contract, no going back now. You got me, potentially illegal activities and all. Now you’re an accomplice, you see it as a concern, I see it as a mutual benefit. You’re welcome.

First and foremost, understand the concerns. Speak to both parties. Try and bring both of them on same page. Highlight candidate achievements and growth.

The reason why a client reached out to you is the believe that you can handle issues that may arise during the process. When a client has a concern it is good to first evaluate the concern and if it is something you can handle then you advise the client. If not the second step is to reach out to the candidate and ask for clarifications on the concern. As a recruiter you are best placed to handle both the client and candidate without making one party feel less valued.

In my experience, empathizing with the client and understanding their concerns plays an important role. It is not just enough to note what a customer is saying or even doing; but also, to decipher what they feel and think. For example, A client in the past had a bad experience with a candidate, we need to understand which of the following was the biggest problem area: - Candidate's failure to meet the deadlines - Quality of deliverables - Candidate's skill - Candidate's experience - Candidate's project exposure - Communication skill - Was the candidate a Cultural misfit

It is important to understand the "real" reason as to why this is. Too many staffing professionals only understand the surface, but not the true reason. A client is usually concerned about a candidate because they do not have all the information, this is hard to achieve in a 1 hour/ 2 hour long interview process so it is vital you provide the client with the reason why the candidate can overcome the "real" objection.

Seek First to understand. Ask clarifying questions regarding their concerns and acknowledge them. It is best to have all of their reservations in the open. Then confirm what the client likes about the candidate. Build upon the candidates' strengths. Then genuinely ask if these attributes are enough to close the gap of what they lack. I never want to "sell" a candidate to a client, I only present them. I would rather come alongside the client and view it from their perspective. It is better to lose out on the one candidate, and come away as a trusted advisor who is not going to put a square peg in a round hole. Never value short term gain over long term relationship. Push for your candidate if they truly are a fit, but no when to fold them.

Share the concerns with the candidate. Either have them prepare a statement addressing each concern or prepare one yourself and get that approved by the candidate. Ask candidate to not embellish any experience/skill.

é necessário realizar entrevistas estruturadas e por competência, com dados baseados nas necessidades e perfil procurado, de forma a gerar insumos suficientes para a tomada de decis?o.

When addressing client concerns about a candidate, it is imperative to maintain open communication and provide a comprehensive response. Begin by acknowledging the client's concerns and then proceed to offer a detailed analysis of the candidate's qualifications, emphasizing their relevant skills and experience. If applicable, address any specific issues raised by the client and provide concrete examples showcasing the candidate's ability to overcome challenges. Conclude by expressing confidence in the candidate's suitability for the role and reiterating your commitment to ensuring a successful hiring process.

It is key to have scheduled resume reviews with the client to go over the various talent you have, that way you can address and answer any questions in real time rather than a back and forth email chain. You can then dive deeper into the why— and see where you may have missed the mark, or if things on the resume are just not reading correctly. It is also imperative to ask in depth questions on the initial req meeting to understand what the ideal candidate profile will look like, and give and feedback to what they may be looking for since you are in the market.

In my experience, I tell candidates to let me know - and also let the people interviewing them know - tangible situations of how they didn’t have experience with something, but yet they were trusted by their company to do a project. It is important to show your prospective employee that you are they type of employee that likes learning new things in a job, that you put the time in to learn, and maybe become a SME for what that is.

Addressing client concerns about a candidate involves open communication and transparency. Understand the specific concerns, gather relevant information, and provide detailed responses. Highlight the candidate's strengths, address any perceived weaknesses, and offer solutions or mitigations. Foster a collaborative dialogue to build trust and ensure the client feels informed and confident in their decision-making process.

One thing I've found useful, is at the end of any interview - to ask "have i answered everything to your satisfaction" by simply asking a question like this you opening the conversation with a view to address the gap. Often and per my other views on this topic, interviewees talk in a team way rather than an individual way, and as a result, doesn't allow the manager to understand their depth of knowledge in their field.

Addressing client concerns about a candidate involves open communication and transparency. Understand the specific concerns, gather relevant information, and provide detailed responses. Highlight the candidate's strengths, address any perceived weaknesses, and offer solutions or mitigations. Foster a collaborative dialogue to build trust and ensure the client feels informed and confident in their decision-making process.

Nachdem man die genauen Bedenken den Kunden erfragt hat sollte man wie ein Moderator mit den offenen Punkten auf den Kandidaten zugehen und ihn gezielt fragen, welche Beispiele er konkret nennen kann, mit welchen er die Bedenken ausklammern kann. Idealer Weise kann er dafür zus?tzlich Kollegen oder ehemalige Chefs aufrufen, welche die F?higkeiten best?tigen oder eine Referenz schreiben. Hierbei sollte man aber auch ehrlich bleiben! Manchmal ist eine Lücke auch eine Chance der Entwicklung, welche der neue Arbeitgeber auch gern schlie?t.

I've seen it all too many times, that 100% of a job description needs to be met and unfortunately the pool of candidates no matter what industry you are in gets smaller and smaller. Often its technical skills that let people down rather than interpersonal skills. It's much easier to train technical skills than interpersonal skills IMHO. It also allows for the candidate to be even more bought in to your company, by letting them know that there is work to be done to get them better, and with a carefully crafted plan this is almost an ideal situation for a candidate.

Emphasizing the benefits of the candidate, despite any identified concerns or gaps, is an effective strategy for reassuring clients. Focus on what makes the candidate a valuable asset to the team, emphasizing skills and attributes that align with the client's needs.By placing a strong emphasis on the benefits the candidate brings to the table, you can help alleviate client concerns and build confidence in the candidate's potential contributions to their team.

Try to know what other candidates were lacking. Emphasize what your candidate offers that can address those shortcomings in other candidates. Offer a deal if necessary such as a slightly lower fees.

To emphasize the benefits, it's essential to clearly articulate how the candidate's unique skills, experiences, and attributes align with the client's needs and objectives. Highlighting how the candidate can add value to the client's organization, improve productivity, or contribute to achieving specific goals can effectively demonstrate the positive impact of their selection. Concrete examples and success stories from previous similar placements can also be used to emphasize the potential benefits of hiring the candidate in question.

Emphasizing the benefits is a key strategy in promoting an inclusive culture. It’s not just about filling a role, but about enriching the organization with diverse perspectives and experiences. The benefits of inclusion extend beyond the individual and permeate the entire organization, leading to increased creativity, innovation, and better decision-making. It also enhances the organization’s reputation, making it a more attractive place for top talent. So, it’s important to communicate these benefits to all stakeholders, not just during the hiring process, but as a continuous effort to foster an inclusive culture.

Reiterate that a timely feedback helps keep candidates' interest alive. Long decision making process drives away worthy candidates. Schedule a follow-up call after candidate interview. Tell the client about similar opportunties their competitors may have that could lure the candidates away.

When asking for feedback and commitment from the client, it's important to be both proactive and considerate. Begin by expressing your appreciation for their consideration and input, and then ask for specific feedback on the candidate's qualifications, skills, and any lingering concerns. This approach demonstrates your willingness to address any remaining issues and your commitment to finding a mutually beneficial solution.

Indeed, asking for feedback and commitment is about creating a two-way dialogue where everyone’s voice is heard and valued. This helps in addressing any immediate concerns, also in continuously improving the inclusivity of the organization. For instance, regular feedback sessions can be held where employees can share their experiences and suggestions. Similarly, commitment from all levels, especially from top leadership, is crucial in driving the inclusion initiatives. This commitment can be demonstrated through consistent actions and communications that reinforce the value of inclusion.

In practice, it has been proven that being close to the client is crucial to developing an intuition as to whether a candidate is perceived as positive or negative. Listen to your gut. If you are unsure, it is always advisable to use a neutral word choice to ask for constructive feedback. I also recommend getting feedback directly from the decision-makers by phone, video call or in person, so that you can always follow up. You should give the customer a reasonable period of time for the feedback and actively ask for it. Do not bore the customer, so that they enjoy interacting with you.

Herein data driven approach is key solution. Market Intelligence is answer when there is gap between Client's expectations with real pool availability. Not to miss, how you present this all with your interpretation as per business jargons. This shall Cherry On the Cake!

Better yet identify potential concerns during your phone screen. If there are "yellow flags" on a candidate's resume, address them with the candidate and let them explain. If it's a justifiable explanation articulate it to the client and proactively address the concern with the customer.

Il est important de donner une chance au candidat, même si son CV semble peu fourni. Parfois, les gens ne détaillent pas assez leurs expériences sur leur CV, et on pourrait manquer un bon profil à cause de cela. La transparence est clé dans ce processus. Soyez honnête avec le candidat à propos de la mission et avec le client sur les profils recherchés. Même si les nouvelles ne sont pas positives, il est crucial de répondre rapidement pour éviter toute confusion et d'expliquer clairement les raisons de votre décision.