#Brexit seems to have had an impact not just on the UK market, but also in countries as far afield as Australia and Dubai. It’s nothing compared to the Global Financial Crisis of course, just a lack of confidence that can hit the permanent placement market in the short term. Recruitment consultancies tend to adjust during these times, but some go too far.
Understandably, this means that margins can be squeezed and even Terms of Business adjusted to fit the requirements… less understandable is that jobs are now considered, that if taken on during the good times, would have been automatically excluded.
So what surprises me the most, is that during these periods of uncertainty, consultants also change the best practice processes with which they would normally work by.
Qualifying is one of the staple skills that a recruitment consultant needs.
Whether that is qualifying the client they want to work with to make sure they will be a good addition to their client base, or qualifying the individual contact within that company, so that they will also make a good impression on any candidates put forward. High up on their agenda and key tasks should be qualifying the roles that they will work on and qualifying the candidates that they decide to interview.
Companies and contacts
Working with clients who won’t call you back, won’t give you detailed feedback on interviews or temps/contractors, will only spend 5 minutes giving you a job description and ultimately will query paying the invoice are adding huge amounts of time to your day for no revenue.
We can all be ‘busy fools’ in this industry and by not qualifying the companies you’re working with, you’ll be exactly this.
As an exercise, go through the jobs that you haven’t filled over the last 6 months and see if any of the above issues have been a factor. Then look at the positions you have filled — these points didn’t arise, did they?
Jobs and candidates
Taking any job on because the market’s getting tight and to be honest “we’re desperate”, is saying just that to your customers. How comfortable do you feel dealing with people that sound desperate?
Confidence is what people gravitate towards in both their work and their personal lives. That confidence comes from knowing the client, job and candidate inside out. That way, a near perfect match can be made, rather than sending the CV and hoping… waiting… speculating. How many times have you said “fingers crossed” when sending the candidates out? When you register every candidate onto your database “just in case”, because you don’t want to miss out on that possible chance of them being right for someone; you’re adding huge amounts of wasted hours to your job.
I analysed this once, many years ago. We’d taken over 2,000 CVs that year of people that hadn’t been qualified and therefore weren’t fully interviewed and registered… just in case. Between Xmas and New Year we analysed how much money we’d made from those CVs. Zero. Nothing. Nada. We’d spent hundreds of hours chasing these candidates, to not make one single penny. Busy fools?
In some sectors there are still more jobs out there than you can reasonably deal. Focussing on your processes of qualifying now, will stand you in good stead for the times ahead, making sure that every candidate and every role you take on, gets placed.
So stick with your ‘best practice’ methods – whatever the market is doing.