How do I add Value to the Relationship?

I recently was involved in a conference call with a prospective
client who was asking me whether I would be available to come speak to
their office meeting about how the staff could work closer with
corporate HR professionals. I got off the call and began to look back to
the time in my career when I was in the external recruiter’s seat and
what was important to me to establish that relationship.

So for what it is worth, here are my thoughts.

  1. The Toyota Production System talks to us about GEMBA.
    It is a Japanese term for go and see. I fully realize that we are in
    tough economic times but it is worth the investment to take the time to
    go and see the client’s operations. Meet face to face with both HR and
    the hiring managers. This is not a sales call this is a listening call.
    Find out exactly what their want and needs are. When I worked as a full
    time recruiter I had approached a Fortune 1000 corporation who loathed
    working with recruiters totally. I asked for a 30 minute meeting and
    went to his offices and met with HR and we talked about the Voice of the
    Customer as to what his wants and desires were. By listening to that
    conversation I became the only recruiter he would work with.
  2. The
    recruiting profession does not have the greatest reputation out in the
    marketplace and one of the reasons is a lack of ethics. Respect that the
    client is paying your bills and treat them accordingly. Once again when
    I was working int he field, I was the VP of a firm and with the
    blessings of the President of the firm I sat down with the outplacement
    director of one of the largest Certified Public Accounting firms in the
    world and arranged that we would receive the name of all the staff that
    were not going to be offered partner as long as we did not poach the
    current staff from their clients. Went back to the office and explained
    this to an office meeting. Within a half-hour one of the banks did
    exactly what we said we would not do. The President of the firms comment
    when informed of the actions was that if you had any business ethics
    you did not belong working for the firm. We lost a source of good
    talent, a good client and a loss of reputation in the marketplace.
  3. HR
    has a responsibility to their organization to find the right person for
    the right job at the right time and in the right place. As a recruiter
    you have the ability to assist in this goal by not weeding out talent
    for arbitrary reasons. Several years ago a recruiter posted on the
    Internet that she would not refer someone to a client who had grey
    hair.AH I HAVE BEEN GREY SINCE AGE 19. Nothing like implied age
    discrimination.While I know you want that check you also have the
    responsibility to let your client know when they are planning on taking
    action which might be deemed illegal.
  4. HR has the
    responsibility to make it clear to recruiters what the skills are that
    are required for the positions but also need to make sure the recruiter
    understands the culture of the organization. A recent survey said that
    hiring managers are more likely to hire for culture fit rather than
    skill fit. One survey went so far as to say that they would more likely
    hire someone they could be friends with over whether the could do the
    job.
  5. In #3 above we talked about the role HR has to play
    within the organization, but you have an equally important role and that
    is you nee to remind your client that unless someone truly misses the
    bona-fide occupational qualifications rule, the goal is no to rule them
    out but rather to rule them in. I fully realize that you want that check
    but that does not mean that you should tolerate actions which may be
    illegal. You have a vast readily available talent pool at your disposal,
    don’t rule out those who are in a position due to no fault of their
    own.
  6. HR needs to be sure that the position that they are
    recruiting for actually exists. It is unfair to the candidates, the
    hiring managers, the organization the recruiter and your organizational
    reputation be referring individuals to organizations for no
    reason.Likewise recruiters should not as a rule pitch candidates to HR
    or a hiring manager on the hope that there is a job available.
  7. I
    do not know how you work individually, but i never stockpiled resumes.
    Each and every search assignment was conducted as a clean slate. I
    referred to those who were in my Rolodex but I never used them as the
    sole source of candidates. I also did not rule people out because of the
    status of their employment.
  8. I have a business partner, Tony
    Alessandra, who suggests the way to success is through consultative
    selling. In order to add the value to the relationship the goal is for
    you and HR to work as equal partners in the process.Both of you will
    come out of it with a  win-win situation.
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Daniel Bloom & Associates, Inc. assists organization’s with the creation of empowered change strategies which are customer centric, organizationally aligned and quality based in your organization.

Website: https://dbaiconsulting.com

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