Input versus Outcome – the Value of a Successful Tripartite Relationship

I’m not sure I see the value of the recruitment bashing that is currently so prolific on LinkedIn? In business, as in life, I am happy with my moral compass and here at Walker Dendle we apply this to everything we do without exception.

The reason I mention the above is that we are all people; business is not tribal and we, as do all of our candidates and clients, many of whom are one and the same, operate in a commercial capacity to applying business decisions, to generate revenue.

We believe this can be done efficiently and transparently and leave everyone with a sense of satisfaction. Below you will find some pointers that we have collated from our decades of experience that will hopefully, add value to your recruitment experience.

1.  First Contact

Please contact your recruiter by e-mail in the first instance. We receive hundreds of applications a week from all reaches of the globe. When I first went into recruitment the business model was telephone first, but as we communicate electronically in the main these days it has had an impact and it would be impossible to service the volume of applications. Recruiting is a 360 role so consultants need to allow for time out of the office at client meetings and candidate interviews which are a key element of business relationship development. A seasoned recruiter will call you back as quickly as your application is appropriate. This can be immediately! The operations we run are commercial and as per many businesses we provide services, but unlike most other services based businesses we are only paid on results. If we do not think an applicant is suitable for a role we have to apply our consultative experience to the selection process and make a business decision. This is exactly what we would expect of both clients and candidates when choosing the recruiter they engage with, the job they apply for or the short list they finalise.

2.  Developing a Relationship

Whether by telephone, skype, or face to face, as with any relationship the key to a successful one is an agreed level of mutual contact and consistency. Time permitting, face to face is the best way to build a relationship of trust and understanding. The time pressure most of us are under does not always allow this. If we all look at our diaries I am sure you will agree! This does not mean that you should be short changed in any way nor less prepared. A sound recruiter will always invest time if they value their service, but it is important not to forget that this applies to clients and how much time they spend briefing consultants and how much time candidates spend preparing for interviews. Most of us now conduct a lot more business remotely and the use of digital media is common place but the consultant/client/candidate relationship should be constantly developing and should not rely on one word e-mails being pinged back and forth. Conduct yourself with your recruiter as you would in business, a professional transparent relationship is what we are all aiming for and should expect.

3.  The Interview Process

We are in a candidate driven market where talent is in demand. This may mean that you are inundated with opportunities in which case it is important to make sure that you still recognise the work a recruiter has put into securing you an interview and the time a client has spent with that recruiter in order to source the right individual. I don’t believe we operate in a more competitive business space but I do think we are more mindful of how and when we spend our money or budget when paying for services or hiring individuals. This is a post-recession zeitgeist that appears set to remain. All of us should put our best foot forward and this means approaching every meeting or interview with alacrity! There is no such thing as over preparation. This is where it is key that you have a candidate/recruiter/client relationship and mutual respect and trust. And yes, this is possible! If you have had some bad experiences we apologise on behalf of our industry but they really do need to be left at the door. As consultants, we treat our client’s expectations with respect, we aim to listen, process, consult and deliver. We are often the bridge between the unknown and becoming more familiar with a company for candidates, particularly when we have worked with some businesses for a number of years. This information can be a really useful guideline for the format of an interview and where you are given details about a process it is useful to take this on board. We want candidates who interview through us to receive an offer or to have had a productive experience at the very least.

4.  Feedback

Personally, I think feedback is almost a dying art but it really is such a lost opportunity for us all. Without wishing to ‘out’ anyone, it is not just the responsibility of the recruitment consultant. Ultimately, we have to receive feedback from a hiring manager in order to relay the details to a candidate and vice versa. I’m not sure anyone in the tri partite relationship is making the most of this part of the recruitment process and there will be recruitment consultants, candidates and companies out there from whom we do not receive any feedback at all. Perhaps this is a bigger issue where we are all too quick to move onto the next item on our to do lists and have such short attention spans. It seems ironic given the ease with which one can send an e-mail or text, even if it is just that. Communication and constructive closure for all? That said, providing your candidate, consultant or client with feedback should be treated with more respect. The more information all parties have the better equipped we are to make the right hire, accept the right offer and place the best candidate.

Summary

In summary, there are some key elements that facilitate successful business relationships. These are, communication, mutual respect, consistency and action. We don’t want the process to be arduous; we want it to be successful and believe it can be simple! If any of the above sounds like it meets your requirements, perhaps you will think about sharing some positive feedback with us the next time you experience a good service; we would certainly welcome it! 

 

Estha Heiden

April 2017