I had an interesting discussion with a client about the role and performance of recruiters.
The question from my client was; “I’ve had varying experiences with recruiters – how much do recruiters actually value their candidates?”
My first response was: “Well that depends on the recruiter and how much value you add as a candidate. It’s a two way street. It’s a complicated role that recruiters play – and multi faceted.”
For the purposes of this article I’ll just focus on the recruiter – because that was the point of the question in the first place.
Not all candidate experiences are poor. And I totally get there are a raft of obstacles and challenges that get thrown in the way of a recruiter to win the confidence of everyone.
A recruiters job is a tough job
Often candidates who are placed by a recruiter tell me that even though they got the role, their experience was poor – at best satisfactory. Poor communications, distortions about the role, pressure to take a role etc. Again, I reiterate – it’s a tough job to satisfy everyone! There are so many players.
So, during my discussion with my client I came up with the analogy of the crop farmer and their customers, and the recruiter and their customers.
The Crop Farmer and the Recruiter
Let’s exchange the crop for the candidate, and the crop farmer for the recruiter, and the crop farmer’s customer for the hiring manager.
The crop (Candidate) needs nurturing and constant attention if it is to exist – let alone fetch the best price.
If the farmer (Recruiter) doesn’t look after their crop their yield will be lower and the price they achieve will be less. The farmer may even be left with nothing of value to sell.
The farmer’s customer (Hiring Manager) will find another farmer or alternative supplier. The farmer (Recruiter) will go broke.
Recruiters are like crop farmers
If you don’t look after your crop you will have nothing to sell. Be aware that LinkedIn, social networking and other channels are increasingly becoming your competition. Candidates are increasingly mobile, and increasingly don’t need you. To remain relevant your candidate value proposition needs to be adapted to the candidate need. Has it?
Recruiters, think about why you exist.
- What is your value proposition to the increasingly mobile candidate?
- What are you offering top talent?
- What part do you play in the war for talent?
- Bottom line;
Why would top talent use you?