Tips For The Client-Recruiter Relationship

Helpful Tips For The Client-Recruiter Relationship

Helpful tips for the client-recruiter relationship. The client-recruiter relationship can be a very productive and mutually beneficial relationship for both parties.  To help improve your efforts, check out these helpful tips for the client-recruiter relationship.  Clients engage Recruiters when they need hard to find resources or when they have a particularly sensitive position they need to fill.  Good recruiters tend to have established networks; are very knowledgeable of the Practice Area(s) that they focus on; and, are a good source for “pocket” candidates that are gainfully employed and not necessarily actively looking for new positions.  Good Recruiters tend to be the front lines in understanding staffing trends, both from companies and from the candidate perspectives. 

Below are some suggestions on cultivating a successful client-recruiter relationship that will yield the best candidates in the shortest amount of time.

  • Recruiters can help by giving the Client feedback on the search requirements.  For instance, does the compensation package match the skill requirements? Is the stated salary yielding qualified candidates for that range, etc.? 
  • Recruiters should provide regular updates for all search activity and all candidates status in the process.  This includes advising clients when candidates have other offers or potential offers in play. It also includes noting a candidate’s overall interest level in the position, so that the client can determine the appropriate pace of recruitment.
  • Clients can help the Recruiting process by providing compensation information and job descriptions, but also a perspective of the company culture.  For instance, what types of personalities fit best within this culture? What are the client’s expectations for communication and status? 
  • Clients should provide at least initial access to the hiring manager to get first-hand perspective on what they are looking for and provide prompt feedback to Recruiters for candidate suitability.  Quite often candidates will lose interest if they don’t believe the company is serious about them in the recruiting phase.