Finding the Best – Why Is It So Important to Communicate with Recruiters


A Recruiter’s Dilemma

Without being boastful about what we do, let us share a proper definition of a recruiter’s job. ‘As recruiters, we work for the greater good’. That is true, our job is to help candidates looking for a job as well as clients looking for the perfect candidate for the position. For that reason, we need to be fully aware of requirements, demands, and expectations of both the sides. Unfortunately, our clients are quite oblivious to our needs!
This topic is triggered by one of our current client who just wouldn’t talk to us. The only connection we have is in the form of emails we receive from the hiring manager. Well, that is just one of the examples of clients who undermine the importance of verbal communication.
Anyhow, it is annoying for recruiters, and we wish to share why it can affect the clients as well.

It Shows Trust & Respect

In our line of work, mutual trust is of significant importance. We want our clients to trust us and our judgment. Lack of verbal communication represents lack of trust and respect. This is quite discouraging for the recruiters. Under such circumstances, the recruiters try to play on the safe side and can become excessively conscious and choosy about the candidates we refer to such clients. It may sound like a good thing, but actually, it can limit your possibilities of finding a true diamond in the rough.

Helps Read Between the Lines

As recruiters, it is our job to read between the lines to properly understand what our clients need. Even when the clients are not very good at explaining, verbal communication incorporates many clues for us. from these clues we decipher the points clients fail to get across. This skill proves extremely helpful in finding the perfect candidate for our clients. Yet, we can only utilise it if our clients are open for verbal communication.
Verbal communication helps us and our clients and that is why we try to encourage it as much as possible. since clients are not the one to initiate, maybe we need to insist on vocal communication and mention it when taking the job brief.

By Tom Brunt

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