Published on 18/07/2007

A Sense of URGENCY when Marketing Candidates to Clients

How many times have you been in a situation where your candidates are chasing you?Or have there been times when your candidates have found another role outside of your opportunities?Strive to be steps ahead of your candidates and clients and act with a sense of urgency.

In this market Recruiters are faced with not only a shortage of skilled candidates; but also more competition. Good candidates are getting a a greater range making this a very tight market.

One of the imperative skills needed in your Recruitment process is "acting with a sense of urgency" when marketing your candidates to your clients.

As you are become increasingly aware of the Recruitment industry becoming more and more competitive, then you must also be aware that you need to tighten your processes to ensure your success. The best way to do that is to create a sense of urgency with your clients, candidates and processes.

Why you Need a Sense of Urgency?

In most industries, a sense of urgency is required to fulfill the fundamentals of the role.If you think about it, in most roles things that get accomplished are all due to a deadline and a corresponding sense of urgency.

Example

Newspapers and magazines all depend upon deadlines to get printed.
Credit card, mortgage, telephone, and power companies use deadlines and penalties to get people to act on time.
Sales people use words like Hurry; Act now and tomorrow is too late… to convey an urgency to buy.

Deadlines create a sense of urgency that helps us get through our day.In the Recruitment industry it is imperative to create a deadline with candidates that we are representing. This gives an advantage over our competitors and ensures a smooth and seamless process for our candidates. It makes the candidate feel important and develops a sense of loyalty. As a highly skilled Consultant it is time for you enforce the principle into your Recruitment process.

How Do You Create a Sense of Urgency?

The following are tips on how to create a sense of urgency in our industry:

1)Be Proactive – Not Reactive

Take a proactive approach with your candidates, step outside the norm and offer a consultative service.Try and be a step ahead of both your candidates and clients and be prepared for the 'what ifs' and the 'Plan B'.

2)Screening your candidates

When you make the initial call, it is important to ascertain where your candidate has been and in what stages of securing a role are they at. Keep in mind a few different opportunities to discuss with them and if suitable organise an interview immediately.

3)Manage their Expectations

During initial interview, discuss a timeline with your candidate.It is important to get clear and concise information regarding when they can interview, the timeline of securing a role, their availability and their commitment.Be clear about the opportunities that have been discussed and highlight their reasons for making a career transition.As Recruiters, we are required to be good listeners, understand your candidates needs, expectations and drivers and 'consult' with them on what you think their options are and where they are headed.

4)Plan your day

Planning your day does not take long; however this can ensure that the important work gets done.When you are interviewing candidates, allow some time between appointments to get their details together so you can get the marketing process underway immediately after interview.

5)Manage the Client

Once you have begun marketing your candidate, it is important to ensure your client understands where your candidate is going and at what stage in the recruitment process they currently are.Create a sense of urgency with your client;

E.g."Mark has generated quite some interest in the market place and is progressing quickly with other interviews. I would suggest that timing will be of the essence with Mark".

A Closing Thought

The sense of urgency you bring to your candidate marketing will not only ensure that you represent them to the best opportunities first, it will help take the hassle out of the recruitment process for them. This can lead to loyalty and a network of referrals.Put yourself in their shoes and ask yourself what worked for you when you had assistance in securing a role? How can I make this transition for my candidates as smooth and seamless as possible?

Remember that every client today is a potential client tomorrow.