The Value of Honesty in a Down Economy
|
|
Rate this Column: (5.0 Stars | 7 Votes) |
|
| Scott Gordon | recruiter | Tech | Talent Management | |
“I met with a recruiter several weeks ago. I thought it went well; but looking back at the meeting, I got pumped for leads but never actually heard back from them.”
This is the number one complaint by candidates who have introduced a recruiter into their job search.
In one of the most difficult times in recent history, what are you doing to separate yourself from your completion? Too many times I hear the complaint above, as well as a plethora of additional “concerns.” What’s the point of exerting effort to suit up, drive across town and spend hours in a room with a head hunter only to be given false hope?
Empathy is one of the most important things that is forgotten in our industry. We’ve gone blind focusing on the next hire instead of focusing on the relationship. And relationships are what enable our businesses to recreate themselves over and over. I’m constantly reminded of when I was in the job market and how much value I put into the person on the other end of the phone. If there was a hint of insincerity, the relationship suffered. I would still “allow” the recruiter to place me only because I needed the opportunity, but I vowed never to be that type of staffing professional.
We stress honesty for our candidates in their job search; in turn, they should expect the same.
If we only provide a smiling face and no follow up, we’ve provided no value, and thus no reason for an extended relationship.
The ability to answer the tough questions without sugar coating in an economy such as this is an art form, and—based on my day-to-day conversations with job seekers—appreciated and valued. We often think of “tough questions” as those asked about our end client. Provide information about your own company. If you are a third party recruiter, enlighten your candidates with your view of your relative market, the number of placements you’ve done as well as the increase or decrease in your business.
If you are ultimately unable to provide assistance through your own company, point them in the right direction. The only reason they are in your office in the first place is to find employment. If you can’t enable and assist, then you have provided no value.
Don’t be one of “the other recruiters.” Be the recruiter.
|
Contributor:
Scott Gordon |
* = required.
|
I couldn’t agree with you more Scott. The human touch gets all too easy forgotten. Thank you for this right on the mark reminder.
Harald Been
http://www.linkedin.com/in/haraldbeen
|
Replies (0)|
|
Dear Scott, I appreciated your article above that dealt with the issue of honesty on behalf of the recruiter and the candidate during this down time when looking for a new place to land with your skill set. I'm in total agreement with you on how to "build the relationship" with not only the candidate but the recruiter. Having been a recruiter (for 25 yrs) in a varieety of disciplines and a placement director at a college, the people I worked with - came first . I took time to have empathy and understand their situation. Although I'm not an official recruiter at this time - I believe in listening for opportunities when I'm out and if I hear of a fit that I know would help one of my friends - I call them and give them the lead. Recently I was at my doctors and he asked me if I knew someone that could help him with light accounting work? I actually had a girlfriend that was looking for PT work in this area. I called her right then and there and introduced my doctor to Janet and had them set an apt. She now is working PT for him. I believe that I am here to serve people and help them how I can. In turn it has helped my family and I immensely since loosing our coffee house Dec.2008 due to the economy. Both my husband and I are well educated, have held Executive Positons most of our lives (my husband in Adv., myself as CEO of Chamber Of Commerce in LA and own bus. ) and now are unemployed boomers.
We turned Lemons into Lemonade recently by beginning a company called Career ReBoot - helping boomers get back into the workplace.
We will be launching our first Bootcamp this October in Marin County and secured Richard Bolles, What Color is Your Parachute as our keynote speaker. We know that relationship building is everything. I commend you for being an "exceptional recruiter" during this time of our economy and otherwise. Thank you for being clear while giving people hope! Blessings! Carol Ann, Career ReBoot Inc.
|
-
Talent Management Online Summit
May 21, 2013
Register Now -
Talent Management & Succession Planning in Healthcare
January 4, 2010
Register Now -
Attracting, Retaining and Empowering the New Generation
January 19, 2010
Register Now -
Partnering Baby Boomers with Gen Y’s to Execute Knowledge Transfer in the Workplace
December 10, 2009
Register Now
|
Reach Human Resource professionals through cost-effective marketing opportunities to deliver your message, position yourself as a thought leader, and introduce new products, techniques and strategies to the market.
Learn More >> Join today and interact with a vibrant network of human resource professionals, keeping up to date with the human resources industry by accessing our wealth of HR articles, videos, online seminars, live conferences and more. Sign Up Today! |
| Human Resources IQ, a division of IQPC 2013 All rights reserved. Use of this site constitutes acceptance of our User Agreement and Privacy Policy. Careers With IQPC | Contact Us | About Us | Cookie Policy |
|
Not a member? Sign Up
Reasons for Joining
Address your challenges through knowledge sharing with peers from our global network of specialists.
Benchmark your business initiatives with the who's who in the field.
Hear from industry pioneers how to maximize ROI in today's challenging economy.
And best of all It's FREE!