Do you accept the fact that your client can reject candidates you present on your shortlist?
Yes? Then you lack ‘Recruiter Equity’.
Recruiter equity is the trust, the buy-in, the belief that your clients have in your ability and your judgment. It is the combination of your experience and your knowledge, and it gives you the power to advise clients and truly impact the outcomes of your interaction with them.
Most recruiters lack equity all together. The presenting of a shortlist for a permanent brief is a classic example.
The fact is, that if a client rejects or will not interview any of your shortlisted candidates, it can mean only one of two things — both bad.
- You misunderstood the brief. You got it wrong.
- The client does not trust your judgment.
It can mean nothing else.
Both of those outcomes is a disaster. And it means you did not get equity into the relationship with this client. Equity means ownership or a share of ownership. In this case joint ownership of the problem and the solution. Recruiter equity is the key difference between winners and losers in this business. Do your clients trust your judgment? Do they interview every candidate you refer?
No? Then your recruiter equity is low – maybe non-existent. It takes hard work to build up your equity. It takes determination, study and practice. But it all stems from our attitude. Think about the best recruiters you know. The relationships they have with clients amount to shared equity. Sharing the problem. Sharing the solution. Sharing the rewards.
View the video for more on presenting the shortlist.
- Posted by Greg Savage
- On September 7, 2010
- 6 Comments