They just don’t listen. My first recruitment boss told me I had two ears and one mouth for a reason; because I should listen twice as much as I speak. It pains me to listen to recruiters who just talk, talk, talk and sell, sell, sell. It prompts me to ask them difficult questions that I know they won’t have the answer to because they haven’t prepared the call.They don’t offer any advice.The average candidate changes jobs every 3 years. The average hiring manager recruits 4 times per year. The Recruitment Consultant should be the expert. How often do they offer that expertise? How often is the Consultant genuinely consultative? Show knowledge, offer advice, add value!They send people stuff that bears no resemblance to what they have asked for.We recently met with a client who had received 27 CVs from “Recruitment Consultants” who were apparently specialists in the market. Of the 27, 4 were interviewed. 8 CVs to 1 interview!? Really, Recruiters? Your job is to find the right people for the role, not just the best people you currently have or can find on Reed! Earn your fee by finding targeted, scarce resource.They try and blag candidates and clients to get leads and market intelligence.Wake up, recruiters. This is not the 90s. Candidates know why you want to find out where they are interviewing. Be honest! It’s information that makes the network succeed. One candidate’s rejected opportunity is another candidate’s dream role. If everyone oils the wheels, everyone benefits. Just don’t use the information to anyone’s disadvantage.They go for the hard close.There should never be a need for a hard close. If the close is hard, you haven’t done the other work well. If you understand someone’s needs and match them effectively with your offering, the close should be straightforward. Don’t apply loads of pressure - go back, probe, listen, understand, match more effectively and close gently.
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