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Win the Battle for Candidate Possession

Kelly Lee
Digital Content Specialist


Right here’s a situation you is likely to be accustomed to: You’ve simply put your gold-dust candidate ahead for a task you’re working, solely to be instructed by the consumer that one other company has already submitted them for the job.

It’s each recruiter’s worst nightmare!

However there are steps you’ll be able to take to win this battle for candidate possession again off your competitor – and higher nonetheless, forestall this example from ever occurring once more.

What to do when one other recruiter claims your candidate

So first up, right here’s what to do if you end up in a scenario the place your candidate has been put ahead by one other recruiter.

Step 1: Don’t panic

Recruiters in a tug of warIt’s embarrassing to be instructed that you simply don’t have management of your candidate, however preserve your cool and let your consumer know that you’ll communicate to your candidate and determine this out instantly.

No matter you do, don’t go in all weapons blazing claiming the payment is yours. You could have your relationships to consider right here, to not point out your popularity!

Should you throw your toys out the pram and make a scene, you’ll be able to kiss any future alternatives with each your consumer and the candidate goodbye.

Step 2: Determine if the possession actually sits with you

Candidate possession is just not about who’s had the candidate of their database the longest or who was first to ship the CV to the consumer.

There’s nonetheless an actual drawback within the business the place some recruiters assume they will fireplace twenty CVs over to their consumer directly and nonetheless try to declare the payment is there’s if the CV landed within the consumer’s inbox from them first.

Let’s simply be clear that this type of spray and pray recruitment is exactly what provides recruitment a foul title and candidate possession doesn’t even enter the image in these circumstances.

Have a critical take into consideration whether or not you’ll be able to actually lay declare to that candidate and be trustworthy with your self concerning the solutions or it’ll come again to chew you!

Should you nonetheless really feel assured that the possession sits with you, go to your CRM to collect your proof. Look via your notes and up to date tracked historical past with the candidate. It’s essential discover precisely when your candidate acknowledged you had been representing them so you should utilize this as proof.

Step 3: Weigh up whether or not it’s definitely worth the battle

So that you’ve bought your proof out of your CRM that the candidate agreed to you representing them. Now it’s important to resolve if it’s actually definitely worth the battle in preventing your nook.

Whereas your payment actually issues, it’s essential to keep in mind that there’s much more at steak right here for the candidate. If issues get messy (they usually typically do in these conditions), the candidate might miss out on their dream position simply because two recruiters are preventing over a payment.

Should you do resolve to let this one slide, let the candidate and the consumer each know that you simply’re strolling away to defuse the scenario and this might work out significantly better in your relationships within the long-run.

Step 4: Name your candidate

Cold calls to warm calls The next step is to provide the candidate a name and calmly determine what went improper.

Might this simply be a matter of a easy misunderstanding? Does the candidate not need you to symbolize them anymore or did your competitor even perhaps put them ahead for the position with out telling them? You simply have to choose up the cellphone to search out out.

It might be a scenario that’s simply solved with a only a brief cellphone dialog, so go into the decision with a optimistic perspective to provide your self one of the best probability of sorting this out.

Should you name your candidate beneath the impression that you simply’ve been screwed over, the dialog is just not going to finish effectively.

Step 5: State your case

In case your candidate has agreed that they needed you to symbolize them to this position, not your competitor, ask them to substantiate this in writing or over video and present your consumer the proof.

Your opponent will again down as quickly as you might have stable proof of possession and it actually wouldn’t make sense for the consumer to go towards the candidate’s needs both.

Once more, be cautious of the way you may come throughout to the consumer when stating your case – if you need any repeat enterprise from them in future, deal with this a part of the method respectfully. Make it clear to your consumer that that is only a matter of respecting good recruitment observe relatively than you laying declare to the payment.

3 methods to make sure you at all times have possession of your greatest candidates

The important thing to at all times successful the battle for candidate possession is to make sure you at all times have it from the start.

Weave good observe into your recruitment processes that make sure you’re at all times coated. That manner, you’ll by no means have to fret about your greatest candidates getting scooped up by one other recruiter if you’re taking them to market.

1. All the time get candidate possession in writing

how to screen a candidate on video recruitment blogOnce you begin working with a brand new candidate, make it a part of your recruitment course of to at all times ask for affirmation that you simply’re representing them available on the market in writing or over video.

2. Monitor all the things in your CRM

Preserve all candidate permissions saved safely in your CRM. Any good recruitment software could have an ATS that tracks the candidate from first contact via to placement, so the candidate must be clearly located inside your job workflows should you’re representing them.

Firefish additionally sends a time-stamped, automated affirmation e-mail to candidates any time you submit them for a task, so with the best tech behind you, retaining candidate possession ought to by no means be an issue.

3. By no means neglect your candidate

If a candidate agrees to be represented by you and then you definitely by no means name them once more, can you actually be stunned in the event that they leap in along with your competitor?

Keep in common contact, use job alerts to maintain candidate leads heat and at all times contain them within the software course of from begin to end.

4. Work extra retainers

Should you’re working a retainer along with your consumer, you’ll by no means even have to consider candidate possession!

Obtain the eBook beneath for recommendations on the right way to efficiently handle a candidate job provide.



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