May I Take Your Order?

Posted On 2017-03-17

Build a strong recruiter-client relationship by going beyond asking this question.

As an Executive Search Consultant in the Philippines, how many times have we fallen prey into the habit of asking this – What positions are you looking to fill right now? Then, you proceed to ask the details (What, Where, When, Why) once the mandate is given. Sometimes, we neglect to put on our HR Management Consulting hat and fail to ask the more important questions like:

How critical is this post in the organization?
What are your expectations from the candidate/s? What can the candidates expect from you?
Are there specific attitudes or behaviours that you’re looking for in a candidate?
What are challenges have you encountered that hinders you from filling the vacancy?
Does the hiring manager have any preferences?

Yes, details are important – skills, experience, education. But it is imperative that you understand not only the position but the factors that surround it. Don’t limit yourself in asking about what’s already in the job description. Dig deep. Understand the candidate’s holistic PROFILE. Go beyond asking typical questions. Ask those on a more macro and strategic level.

Likewise, it is good to share what you know about the position, about the industry or similar industries that have these positions, about the typical salary range a person at this level receives, hiring trends for a similar role, the challenges in the industry, etc. These are the kinds of information that clients seek. The insights, feedback, and advise that you as a Consultant provide clients are more valuable than just endorsing profiles.

And as a Consultant, you want your clients to view you as a partner, someone they can consult and seek advice from rather than a mere order-taker of job requirements. Be that go-to person for your client. It is through this type of relationship that you will build stronger and long-lasting partnerships.