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  string(19) "2013-10-01 05:18:58"
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  string(3091) "In recruitment, as in many other sales functions, time kills deals. It has been said that the early bird gets the worm and first in best dressed – never a truer word was spoken.

When we engage with a client we are all full of joy, as we secure that first meeting and attend with a colleague. We discuss our credentials and the job(s) to be briefed. There is also, of course, the matter of our Terms of Business (TOB) to be signed off. These TOB need to be signed off at this first meeting, whether there is to be negotiation, or not.

If the client is not the decision maker and, say the HR Manager is the authoriser, then we need to get this person into that room and with a pen in their hand. Why? If this event does not take place now it will be the first in a long line of delays and potentially a missed placement.

When we engage with a fresh, exciting candidate, we are also full of joy. A walking placement, I hear you say? Delays again can be critical: If the candidate is not available to meet with us within say 24 hours, there is cause for concern. Who else are they meeting with? What other roles are they considering? How far along each of these processes are they? Why is/isn’t our job their highest priority? These questions plague us and rightly so.

A lengthy recruitment process is fraught with doubt, indecision and potential disaster for all concerned. The client is at risk of losing their preferred candidate, sometimes through bureaucracy, sometimes through apathy or ineptitude. Sometimes the candidate can be evasive, trying to play off one potential employer against another.

The client will be disappointed when the candidate is lost to another process (perhaps to a direct competitor) and frustrated with the recruiter, who has failed to manage the candidate and their expectations through the process.

The candidate can become disenchanted by a lengthy process, only to be tempted by other, more attractive job offers. The candidate runs the risk of winding up like the little boy who chased two rabbits and caught none.

The recruiter has a function, no a duty, to both client and candidate, to keep each recruitment process moving at a fair crack. Ultimately the client needs to hire someone for their vacancy and the candidate needs their next position. It’s fair to say that candidate search and selection and client business development are both very important.

It’s what you do with the ball once you’ve caught it that’s really critical: RUN!! And keep running the whole way to ensure that all parties understand the urgency of the hiring process that is necessary to achieve the desired outcome.

What do we stand to gain from this? Aside from the obvious conclusion of a placement fee, we stand to create ourselves a persona of one who gets things done, often through sheer tenacity and perseverance. Our clients will use us again and again and our candidates will become referrers. Ultimately, both will become advocates of our business.

 

Cox Purtell Recruitment Agency Blog / Sydney / Melbourne / Adelaide"
  ["post_title"]=>
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  string(19) "2015-10-26 09:54:04"
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In recruitment, as in many other sales functions, time kills deals. It has been said that the early bird gets the worm and first in best dressed – never a truer word was spoken.

When we engage with a client we are all full of joy, as we secure that first meeting and attend with a colleague. We discuss our credentials and the job(s) to be briefed. There is also, of course, the matter of our Terms of Business (TOB) to be signed off. These TOB need to be signed off at this first meeting, whether there is to be negotiation, or not.

If the client is not the decision maker and, say the HR Manager is the authoriser, then we need to get this person into that room and with a pen in their hand. Why? If this event does not take place now it will be the first in a long line of delays and potentially a missed placement.

When we engage with a fresh, exciting candidate, we are also full of joy. A walking placement, I hear you say? Delays again can be critical: If the candidate is not available to meet with us within say 24 hours, there is cause for concern. Who else are they meeting with? What other roles are they considering? How far along each of these processes are they? Why is/isn’t our job their highest priority? These questions plague us and rightly so.

A lengthy recruitment process is fraught with doubt, indecision and potential disaster for all concerned. The client is at risk of losing their preferred candidate, sometimes through bureaucracy, sometimes through apathy or ineptitude. Sometimes the candidate can be evasive, trying to play off one potential employer against another.

The client will be disappointed when the candidate is lost to another process (perhaps to a direct competitor) and frustrated with the recruiter, who has failed to manage the candidate and their expectations through the process.

The candidate can become disenchanted by a lengthy process, only to be tempted by other, more attractive job offers. The candidate runs the risk of winding up like the little boy who chased two rabbits and caught none.

The recruiter has a function, no a duty, to both client and candidate, to keep each recruitment process moving at a fair crack. Ultimately the client needs to hire someone for their vacancy and the candidate needs their next position. It’s fair to say that candidate search and selection and client business development are both very important.

It’s what you do with the ball once you’ve caught it that’s really critical: RUN!! And keep running the whole way to ensure that all parties understand the urgency of the hiring process that is necessary to achieve the desired outcome.

What do we stand to gain from this? Aside from the obvious conclusion of a placement fee, we stand to create ourselves a persona of one who gets things done, often through sheer tenacity and perseverance. Our clients will use us again and again and our candidates will become referrers. Ultimately, both will become advocates of our business.

 

Cox Purtell Recruitment Agency Blog / Sydney / Melbourne / Adelaide

Tags: Career | Cox Purtell | Cox Purtell Blog | Permanent Recruitment | Recruitment | Recruitment Adelaide | Recruitment Agency Adelaide | Recruitment Agency Melbourne | Recruitment Agency Sydney | Recruitment Melbourne | Recruitment Sydney | Temporary Recruitment | Temps | Tenacity |

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