How often has a client said something that you know is wrong or you suspect is not in their interests, but you let it slide because ‘they are the client‘?

There is a risk that one might interpret ‘pushback‘ as a form of confrontation. This is not how I am using the word at all.

I’m talking about a recruiter with self-belief having the courage to offer the client a different point of view that will be in the client’s best interest.

I’ve found that challenging a client on their assumptions or their hiring strategy and advising on a better way, builds respect and trust between the recruiter and the client.

It doesn’t have to be something huge. For example, the client might say they liked the two candidates they met today and suggest a second interview in ten days. In that situation, you need to push back and explain the situation’s urgency to the client and the risk of losing quality candidates.

This article is an excerpt from my new book ‘Recruit. The Savage Way‘

Pushback encourages open dialogue between yourself and the client and establishes the rules of engagement. A recruiter who doesn’t push back when they know they should inevitably end up conceding to the client’s whims, regardless of what they might be.

Pushing back on a client’s direction when you know you should provide an opportunity to demonstrate your value, prove your worth as a trusted advisor and confirm that you genuinely have recruiter equity.

Of course, tone, language and facial expression are all important because you are not trying to be aggressive or condescending. Instead, you are a professional expert advising your client for the greater good.

Respectful, consultative ‘pushback‘ builds credibility and better relationships.

It allows you to influence outcomes for the greater good.

That is pretty much what your actual real job is.

It is also excellent for your self-esteem, which is no bad thing.