Matching client with candidate

matching-candidates

Experience proves that nothing good can come out of shoe-horning the wrong candidate into the wrong company simply to fill a vacancy. Apart from wasting everyone’s time and the employer’s money, it usually results in both the jobseeker and the client quitting your books.

So why do it? Well, probably because it’s a lot easier than putting in the extra work in perfectly matching client with candidate. As a sharp, professional recruiter, however, we know you’re keen to stay one step ahead of the competition. To help you, we’ve put together some helpful tips on the best way to ensure that any appointment you broker is a solid one.

Managing expectations

To make a good match you need to understand what the role entails, how the employer operates, what the job offers in terms of salary, prospects and so on. Just as important, you need to find out what the candidate’s aspirations and expectations are.

The expectations of the client and the candidate must be compatible – and that is particularly important when it comes to skills and qualifications. It’s just as unprofessional to put a candidate forward who is overqualified as it is to camouflage the fact they lack the necessary qualifications.

Increasingly, it is also important that the candidate is a good cultural fit with the employer.

Gathering information

There are several screening methods that you can use to ensure your candidate and the client work as a good match:

  • Get to know your clients – ring them or visit them to make sure you understand their business and what caliber of employee they are looking for. Clarify what the job requirements are so you can list them accurately when you advertise the job. Get details of the salary package they are likely to agree on.
  • Check the applicants’ CV to ensure they have the correct basic skills and qualifications for the job.
  • Get to know your prospective candidates – interview them over the telephone or face-to-face before putting their CV forward. That way you can double-check their experience and responsibilities and evaluate their suitability for the vacancy. Find out why they want to leave their existing job and what they want out of a new role. You can also assess their personality and work ethic by asking how they would behave in a hypothetical situation. Increasingly, recruiters are checking out social media sites, such as Facebook, to get a handle on applicants’ personal interests.
  • Get an idea of what the candidate is looking for in terms of salary package and progression. Do they live within commutable distance, or would they be prepared to move? When could they start a new job?
  • Consider using a targeted questionnaire to assess how compatible the candidate would be with the client company in terms of character traits as well as skills, experience and career goals.
  • Follow up references

 

Preparing your candidate for interview

It makes sense to give the candidate in-depth information about the client company – for instance, its size, turnover, business goals and culture.

If at that stage they decide the employer is not right for them then it’s saved a lot of time. If they like the sound of the employer, they can go to the interview with confidence and use the information to focus on asking incisive questions.

Providing other details, such as how they should best present themselves for interview and whether it will be one-to-one or with a panel are also helpful.

Using your bird’s-eye view

As the recruiter, you have a more objective view and so there are times when you might have to side-step your client’s or candidate’s wishes and broker a compromise.

It might be clear that the match is perfect, but if the salary is a sticking point, you’ll need to dust off your best negotiation skills to get both sides to reach a compromise and seal the appointment.

There may also be room for negotiation around experience or career prospects. For instance, the candidate’s lack of skills in one area might easily be addressed with a short training course, while their ambitions could be managed with increased responsibilities.

For sure, a candidate who is a cultural fit but requires minor training or a tweak on salary is better than one who is perfect on paper, but is a misfit in your company…

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