4 Ways to Sell Your Recruiting Expertise To Popular Candidates

Gone are the days when we could pick and choose candidates. The game now is different. If you needed a reminder here is what we are observing.

• There are more positions available; in most sectors, with less candidates actively looking
• Organisations are becoming more demanding with the skill level of people they require
• Many organisations have their own internal recruiting departments
• Social media gives candidates direct access into organisations

With competition increasing for recruiters in most sectors; how do we sell ourselves to candidates that every client wants? In case you are unsure about how to profile yourself as the recruiter to choose, here are four ways we guarantee will work.

1. Get More Direction in Your Job Hunt

Your candidate might think they know exactly the direction of their job hunt and even a potential logical career path to follow. This might be wrong! Times have changed. It is useful to point out your current experience of the market and how a different path might be a better option for them; hint talk to them about other candidates you have placed in the same field or roles.

2. Get In-Depth Insight Into The Position

When they respond to a job opening, the employer will often list a few standard qualities and skills that they are looking for. However as recruiters we know, this is rarely the whole picture. Here you need to make sure the candidate ‘gets’ your knowledge of the company in question and the managers working there.

Make sure they understand that you, their recruiter, will be able to provide them with far more information about the position, and they will be able to use this information in their approach.

For example, you can provide information about; why there is an opening, why the previous employee left, exactly what they are looking for in a candidate and what really matters to them, along with details about the company culture and the managers. This information will be priceless for them when it comes to making an impression during the interview.

3. The Best Role Match

It is a human trait to undersell ourselves and think that a certain role may not be right for us. The big advantage of working with you; as their personal recruiter with, in depth knowledge of the sector, is that you will be aware of how their strengths will match the role.

Here it is worth stating the obvious! Your experience over the years gives you the confidence to know who will fit in to one role and not another. After all, your salary depends on it.

4. Receive Valuable Interview Preparation

Don’t undersell the value of your expertise and knowledge when it comes to interview prep; many passive candidates have been out of the ‘open’ market for a while and are likely to be rusty.

As a knowledgeable recruiter you will be able to provide them with details about the person who will be interviewing them; the background of the position and even the types of questions they might get asked.

If you feel comfortable in providing coaching for candidates do it. Many recruiters don’t, so this simple act alone might make candidates decide to use you.

If you have not been using this simple four step influencing process take action on it now. Hit print and keep this next to you for your next candidate sourcing conversation.

Good luck!

Best regards

Mike

About Mike Kennedy and GSR2R

Mike Kennedy is the associate director at the award winning rec 2 rec agency GSR2R. Mike has been specialising in; Construction, Technical and Energy recruitment since 2002. To find out more you can call Mike direct on 0203 696 1211 or visit GSR2R’s website at www.GSR2R.com.