The unemployment rate in the UK is less than four per cent and has remained low for the last few years. 

During periods of economic growth, output rises, increasing the demand for additional staff and logically decreasing the unemployment rate as more people get jobs. 

Good news for us recruiters; isn’t it? 

However, on top of this, we are in the grip of a skills shortage, and a reduction in funding for training and development has led to a lack of qualified and skilled people in many sectors. 

This situation has resulted in the classic skills short candidate-driven market. In a previous post about setting goals for 2020, I shared at the top level how to start planning for a stellar 2020. 

Now one key area to consider and work on is how to attract the candidates your clients want. So where can you start? 

Let’s share the ideas that are working now. 

Network Like Crazy and Plan Ahead 

The reason many recruiters fail is that they don’t have a full pipeline, and this doesn’t only mean clients. In today’s market, you likely need to be connected to more candidates than clients anyway. 

Let’s be honest – if you can network, connect and build relationships with candidates you could probably sell them into most of your clients anyway. 

For any consultant, having a full pipeline of potential candidates who you keep warm will be the difference between failing miserably or smashing your targets. A while back, I shared a fantastic book on this exact subject by a sales legend called Jeb Blount. 

He is one of the most sought-after sales speakers in the world today; he is even called the next Zig Ziglar, which is praise indeed, and his book ‘Fanatical Prospecting’ is a real gem.  

Being successful as a recruiter isn’t rocket science. There are some simple tasks and strategies that when deployed consistently, work.  The trouble is a good billing month can see even the best recruiter relax or at least take their foot off the gas…. DON’T STOP! 

Be A Recruiter With A Customer Service Mindset 

Let’s be honest – as recruiters we don’t always give the best impression. Many recruiters literally, ‘pick up and drop’ candidates depending on what role they are filling at the time; not exactly excellent customer service is it. 

Here is the thing.  A customer service mindset will make you more placements too. Recruitment = relationship building.  Never forget this, or your billings really will suffer. 

Whether candidate or client, you should be building a relationship for the long-term, not the short term (even if you think the candidate is so amazing they’ll land the first role they interview for. If they’re that amazing, you want them for their whole careers, not just this one placement!) 

Be A True Consultant 

Many candidates still don’t know what to expect when visiting a recruitment agency for the first time and don’t understand recruiter roles.  

They are asked to hand in their CV and advised they will be telephoned should any appropriate roles come up. 

Here is where you can score big time. 

Investing time in the first meeting or phone call can reap dividends and reassure the candidate that you are genuinely interested in their career. 

Ask questions which allow the candidate to talk. 

1. What is important to you about where you work? 
2. Who would you love to work for? 
3. What is your big career goal? 
4. Where do you see yourself in two years? 

….. and the list goes on. Then really listen to their answers. 

You can then take this to another level and let your expertise and skill shine out above all the other recruiters. 

The role you have currently to fill means you are in conversation with a potential candidate for your client; but what if through your discussion and understanding of what they want they would be ideal for another role you have on the board? 

Suggest alternative positions they would be suitable for based on their skill set, knowledge, attitude, and what they want and watch your relationship go to a different level. 

Ready to get going? 

Until next time, 

 Cheryl