Recruiters: 4 Ways to Establish Trust with Candidates and Clients

Recruiters 4 Ways to Establish Trust with Candidates and ClientsWhen it comes to recruiting, one of the key priorities for recruiters should be establishing trust with clients and candidates.  As ERE states, if a recruiter has not earned trust from a client or candidate, the recruiter will not be successful.  For someone new to recruiting, you may feel like you are starting from scratch.  You are indeed starting from scratch.  You have yet to earn your clients’ or candidates’ trust and you must earn this trust. 

There are 4 simple ways to establish trust with both your candidates and clients.

1. Be honest, but professional

Clients

This can be a tough one, but it is of utmost importance for recruiters.  If your client is being unrealistic in candidate expectations, it is up to you to inform your client of the reality when it comes to the available candidate pool.

Professionally, you will want to pause before jumping to conclusions, quickly running searches for the candidate your client desires, in order to test the available talent pool.  After running these initial searches, it is important that you bring specific examples to your client regarding the talent pool.  Perhaps there is only one other company in your client’s local area who utilizes a specific system that your client is searching for experienced candidates on.  Explain this to your client.  Discuss possible ways to attract candidates from that particular company to your client’s company.

If you have submitted a candidate to your client who requires something specific in order to consider the job, make your client aware.  If you have submitted a candidate and afterwards notice red flags or reason for concern, please be honest with your client.

In order to establish trust with your clients, you must develop a partnership with them, allowing them to understand that you are looking for their best interest and not just another placement.

Candidates

The same applies to candidates.  If your client is requiring a certain type of experience or skill which your candidate lacks, make it known to your candidates.  Inform them of the client’s desires and let your candidates know that if something changes with the requirements, you will be in touch with them.

If you have submitted candidates to your client and receive feedback, share this feedback with your candidates.

Keep in mind HR laws and realize that if your client has confided in you reasons that can be misinterpreted, that as your client’s representative you must explain this feedback in a different light to candidates.

2. Follow through

As always, be sure to follow through in your commitments.  If you have made a commitment to call or follow up with a client or candidate within a certain timeframe, be sure that you do so.

Save a calendar reminder at the time you make the commitment in order to hold yourself accountable.

3. Ask questions

One of the most important jobs of a recruiter is to listen.  In order to understand your client and your candidate desires, you must ask questions and listen.

During your conversations with candidates and clients, be prepared with a list of questions to ask.  Once you ask each question, simply be quiet and listen to what your client and candidate tell you.

By actually listening, you will learn so much more about your client and candidate, making them feel that you understand them and that you care.  This also helps you to understand the hot buttons for your candidates and clients, enabling you to guide the process in order to ensure the best match and best agreement for both candidate and client.

4. Keep in touch

As always, stay in touch with your candidates and your client.  Do not allow yourself to go more than a week without reaching out to submitted candidates or clients.

Set aside time each week to send a quick email update or a quick phone call to update and touch base.  Not only will this bring you closer to your clients and candidates, but it will also make your job much easier.

By keeping in touch on a weekly basis, you will find out any changes that may have occurred with the positions you are working on, or with the candidates you have in play for the positions.

What are some ways you build trust with your clients and candidates?  Please share your suggestions below.

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