How to build a strong candidate – recruiter relationship

June 2, 2021 9:45 am Published by

How to build a strong candidate-recruiter relationship – Starting your own recruitment agency may be a distant dream or an imminent reality for you. Either way, the relationships you build and nurture as a recruiter are vital to your success as a high biller, and utterly essential when you start out on your own. So here are some tips on how to build, maintain, and grow those relationships between candidate and recruiter.

Honesty matters

It may sound obvious, but sometimes we try to protect ourselves by skirting over a tough conversation or delaying an important piece of news. Transparency and honesty work both ways, with candidates being up front about what they’re looking for in their next job and for you to be clear about what skills or experience they may lack currently to achieve their career goals. Get this right and you are building a trusting relationship built on clear communication from the outset.

Show knowledge

Being their friend on the inside counts for more if you’re someone they can turn to for knowledge and information. So keep across industry trends, the latest news, and keep in contact with clients so you can pass that on where relevant to your candidates. You know the recruitment industry, your candidate knows their skills and abilities, and you both know the industry they work in, so there’s much you can share and learn between you.

Build rapport

It’s one thing being able to offer knowing advice, it’s another making your communication together fun. Building a natural rapport may not be possible with everyone, but where you can, do. We’re emotional creatures and we like to feel there’s a bond that goes beyond merely financial benefits, so work on that rapport and natural flow beyond talking work so they want to take your call and want to work with you.

Offer a bespoke service

One size does not fit all. This is especially true in recruitment, so if you’re setting up a recruitment agency, or wanting to increase your billings, then tailor your approach to suit the candidate. This comes from getting to know them outside their CV and giving them the resources they need to shine. You want to help them succeed, so look for ways to do that and be the wind beneath their wings as Bette Midler would sing.

Get feedback right

Candidates don’t want to be bombarded with emails. But they also hate being left in the dark. So look at how technology can fill the gap when you can’t be there. A simple, instant reply that says you’ve received their application, checking in with a candidate after an interview, supporting the candidate during contract negotiations – you can now automate some of these so the candidate knows you’re responsive.

Even business relationships rely on a level of emotional connection that’s valuable to both you and the candidate. So use that to go deeper than simply ticking boxes and offer a high-quality recruitment experience from beginning to end. That’s what we do here at JMC Partners where you can receive exceptional mentoring alongside the support of partnering with us as you start your own recruitment business. Get in touch to find out more.

Related: How to nail the candidate experience when starting your recruitment agency

Jason Connolly set up JMC Legal Recruitment in 2016 when he was still in his 20s. JMC Legal quickly established itself as one of the big players in the industry and Jason has also become a well-known fixture in the press, offering advice and support.

JMC Partners is looking for recruiters interested in starting a business partnership under the JMC brand. Find out more here or contact our office for more information.

This post was written by rubenwilde

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