The Tough Job of Relationship Building

As I speak with newly hired recruiters and attempt to instill in them relationships and the value of the same, I realize that the challenge is the loggerheads they are at in terms of how they are unable to relate to what I say as opposed to what they have been practicing. While they may be building relationships however many of them have not reached levels of understanding that is expected.

A recruiter has one of the easiest jobs in the world with the toughest challenges possible. Why is it easy - Many of the times you as a recruiter are searching job boards where people are putting themselves up as available. However in the changing market it is a challenge too since the most skilled ones that the Hiring Managers are after have put up a price tag on themselves. While this is not a blame game article the single and most potent tool that a recruiter has to arm themselves with is relationships. Building trust and relationship can often segregate you from another fellow recruiter. Managing emotions and keeping them in check is also a tough thing a recruiter has to go through.

Attempt to know the person behind the resume and find out what they really are looking for. Do not push what you have on to an individual just because they have mentioned they are job seekers. Remember, if there are blames you are putting on a person for being an offer shopper it is because you have not created a difference for them.

While there is no secret sauce it is a simple logic that the below pointers will surely help you crack more of the Morse Code and avoid limbos.

1. Listen to the candidate more than you talking: Listening is empathetical in nature than monotonous conversations that are all about candidate submissions without understanding the true nature of what a candidate seeks.
2. Ask questions to the candidate on their likes and dislikes about the next opportunity: In conjunction with the listening, asking questions to the candidate makes a big difference.
3. During your screening of the candidate at least once have an in-person or a video conversation with the candidate to have a face associated with the name: This is a very important element so you know who the person you are communicating with is. Their body language also can provide you clear indication of interest or the lack of it.
4. Interview tips for Preparation: If you know what the real ask from the Hiring Manager is , do provide some clarity around expectations. The need is not for you to leak interview questions but to provide good service to the HM you are duty bound to present candidates who are up to the mark about the opportunity that the candidate is appearing for.
5. Keep them posted: No feedback is one of the worst nightmares of a candidate. Just as common courtesy you owe them a positive or a negative feedback. It makes a really big difference.

A candidate does not seek anything more than the above. Remember, it is not rocket science to find candidates who have put themselves up. However it is certainly shooting for the stars to build relationships. So, go ahead and start revving up your relationship engine! I remember the line from King Richard where Richard Williams keeps telling his daughters Venus and Serena to have fun while they are playing tough competitive tennis. That is all that is required - Enjoy the conversation and build those relationships.