THE BRUTAL TRUSTH #26

THE BRUTAL TRUSTH #26.

by Howard Greenwood, 8th May 2024

Welcome to edition #26 of The Brutal Truth. In this edition, we discuss upping our game to find better candidates to fit our client’s needs and how to handle Objections in a client marketplace.

Beyond Skills: How Recruiters Ensure Long-Term Fit for Candidates.

Employers increasingly recognise that successful recruitment is about more than just finding candidates with the right skills in today’s market. While technical proficiency remains essential, the best recruiters understand that true compatibility goes beyond what’s on a candidate’s CV and requested in the Job Spec. They prioritise traits, values, and potential for growth to ensure that candidates not only pass the interview but also integrate seamlessly into the team and contribute meaningfully over the long term.

As we move from a candidate market into a client one, we cannot forget that the candidate is the catalyst to success, so here’s a closer look at what employers are seeking and how top recruiters ensure that candidates are fit for purpose:

  1. Cultural Fit Assessment: Cultural fit has become a buzzword in recruitment, and for good reason. Companies strive to maintain a cohesive culture where employees share values, work ethic, and communication styles. Recruiters delve deep into understanding a company’s culture and look for candidates who align with it. They evaluate not only the candidate’s skills but also their personality, values, and how they would contribute to the team dynamics.
  2. Soft Skills Evaluation: While hard skills are measurable and often listed on CVs and Job Specs, soft skills play a crucial role in an employee’s success. Recruiters assess candidates for communication, problem-solving, adaptability, and emotional intelligence. These skills are vital for thriving in diverse work environments and evolving roles.
  3. Behavioural Interviewing Techniques: Behavioral interviews go beyond hypothetical questions and focus on past experiences to predict future behaviour. Recruiters use this approach to assess how candidates handled challenges, collaborated with others, and demonstrated key competencies in previous roles. By digging into specific examples, recruiters gain valuable insights into candidates’ capabilities and fit for the role. If the recruiter and the client are advanced in their processes, they will create a profile based on the ideal candidate, the role and the company’s values and grade the candidate against those criteria and not just use a generic profiling tool, which is also often used and mainly in the wrong place, and frequently ignored due to preset bias.
  4. Long-Term Potential: Forward-thinking recruiters don’t just focus on filling immediate vacancies; they also consider a candidate’s potential for growth within the company. They look for individuals who not only meet current job requirements but also have the capacity and potential capability to take on greater responsibilities in the future. This approach ensures that candidates are not only a good fit for the present but also have the potential to grow with the company over time.
  5. Onboarding and Support: Even the most qualified candidates can struggle if they don’t receive adequate support during the onboarding process. Top recruiters work closely with hiring managers to ensure that new hires receive comprehensive training, clear expectations, and ongoing support as they transition into their roles. This proactive approach sets candidates up for success from day one and increases their likelihood of staying with the company long-term.
  6. Streamlined Recruitment Process: Great recruiters understand the urgency of promptly filling jobs. They collaborate closely with clients to expedite the recruitment process, from initial candidate sourcing to final offer acceptance. By leveraging efficient communication channels and utilising technology to streamline administrative tasks, recruiters help reduce the time it takes to bring qualified candidates on board.
  7. Brand Placement in the Marketplace: A crucial aspect of successful recruitment is positively portraying the client’s brand in the candidate marketplace. Top recruiters work on showcasing the client’s culture, values, and opportunities for growth to attract both active and passive candidates. By effectively positioning the client as an employer of choice, recruiters increase the pool of qualified candidates and enhance the overall recruitment experience.

While technical skills are undoubtedly necessary, employers increasingly recognise the value of holistic recruitment approaches, prioritising cultural fit, soft skills, long-term potential, and comprehensive support. By partnering with skilled recruiters who understand the importance of these factors, companies can not only fill vacancies but also build strong, cohesive teams capable of driving sustained success in the ever-evolving business landscape.

Are you talking to your clients about this approach, or are you still on the transaction bandwagon? One thing the pandemic created was a value-based culture, and that culture is growing and gathering momentum, are you?

Mastering Objection Handling: A Crucial Skill for Modern Recruiters.

Where competition is fierce and demands constantly shift, the ability to handle objections effectively has become a cornerstone of success for recruiters. Whether it’s addressing concerns from clients or candidates, mastering the art of objection handling is now more crucial than ever before.

Understanding the Importance of Objection Handling

Objections are a natural part of the recruitment process. Clients may raise concerns about a candidate’s qualifications, experience, or cultural fit, while candidates may have reservations about the job role, company culture, or compensation package. IT IS A CRY FOR MORE INFORMATION. You have done an excellent job, but you just need to be better. How recruiters respond to these objections can make all the difference between closing a deal or losing out on a valuable opportunity.

In today’s market, where talent is scarce, and competition for top candidates is fierce, recruiters must be adept at addressing objections swiftly and convincingly. Please do so to maintain the trust and confidence of clients and candidates and ensure the recruiter’s ability to meet their targets and drive business growth.

Why Objection Handling Matters More Than Ever

Several factors contribute to the increased importance of objection handling in the modern recruitment landscape:

  1. Heightened Competition: With the rise of online job platforms and the globalisation of talent, in-house recruiters are facing stiffer competition than ever before. Clients have access to a vast pool of recruitment agencies, while candidates are bombarded with job opportunities from multiple sources. In such a competitive environment, recruiters who can effectively address objections stand out from the crowd and win the trust of both clients and candidates.
  2. Changing Expectations: Today’s clients and candidates are more discerning and demanding than ever before. They have higher expectations regarding the quality of service, the speed of response, and the level of customisation. When objections arise, they expect recruiters to handle them promptly and professionally. Failure to do so can result in a loss of credibility and reputation, which can be detrimental to long-term success in the industry.
  3. Increased Transparency: The rise of social media and online review platforms has made it easier for clients and candidates to share their experiences with recruitment agencies. A negative review or lousy word-of-mouth can tarnish a recruiter’s reputation and drive potential clients and candidates away. By effectively handling objections and providing satisfactory resolutions, recruiters can mitigate the risk of negative feedback and build a positive reputation in the market.
  4. Complex Hiring Needs: In today’s fast-paced business environment, hiring needs are becoming increasingly complex and specialised. Clients often require candidates with niche skills or specific industry experience, making it challenging to find the perfect match. Recruiters who can navigate these complexities and address objections with creativity and resourcefulness are better equipped to meet the evolving needs of their clients.

Strategies for Effective Objection Handling

To excel in objection handling, recruiters must adopt a proactive and strategic approach. Here are some strategies to consider:

  1. Active Listening: Before responding to an objection, it’s essential to listen carefully to the concerns raised by the client or candidate. Pay attention to verbal and non-verbal cues, and seek clarification if needed. Demonstrating empathy and understanding can go a long way in building rapport and trust. EQ is better than IQ, but combined!
  2. Anticipate Objections: Anticipating objections before they arise allows recruiters to prepare thoughtful responses in advance. Based on past experiences and industry knowledge, recruiters can proactively address common concerns and alleviate doubts before escalating. Use visualisation to practice the objections you will face.
  3. Provide Solutions: Instead of merely acknowledging objections, recruiters should focus on providing actionable solutions. Whether offering alternative candidates, adjusting the job description, or negotiating terms, demonstrating a willingness to find a mutually beneficial resolution can instil confidence in both clients and candidates.
  4. Build Credibility: Backing up responses with relevant data, testimonials, or case studies can help bolster credibility and persuade clients and candidates to overcome their objections. Providing tangible evidence of past successes or industry expertise can reassure stakeholders and validate the recruiter’s recommendations. Social Proof.
  5. Maintain Confidence: Confidence is critical to effective objection handling. Recruiters should convey assurance in their responses and exude professionalism and competence. Projecting confidence can help reassure clients and candidates and inspire trust in the recruiter’s abilities.
  6. Park and Ride:Sometimes, it is wise to park the objection and tell the client or candidate that you will cover it soon. This gives you time to think and gather more information so that when you return to the objection, you can supply the perfect answer.

Objections have always been a part of recruitment, but overcoming them is essential due to the amount of competition and clients and candidates looking for more value. The ability to handle objections effectively has become a non-negotiable skill for success. Recruiters who master the art of objection handling are better equipped to navigate the complexities of the modern market, build trust with clients and candidates, and drive business growth. By actively listening, anticipating objections, providing solutions, building credibility, and maintaining confidence, recruiters can elevate their performance and distinguish themselves as trusted partners in the recruitment process. Great recruiters handle objections face-to-face or over the phone, but never over email; it’s a personal request for you to validate your services.

Thank you for reading this edition. Please comment on the content or request a topic for the next newsletter. Let’s keep the content topical.

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