“Can’t Help” Search Assignments – Unfortunately, just because a client has a need doesn’t mean that we can, or have to, help them fill that need. This could be because the position is outside of your niche and specialty, or because their search criteria are unrealistic, or because the candidate they are looking for does not truly exist. Instead of trying to be all things to all people, it is perfectly acceptable to be honest and upfront with a client and let them know that you are not the right recruiter to fill their position. It is best to turn down a client in the beginning stages of a search, rather than let them down in the end stages.
“MAPPING” Search Assignments – “MAPPING” stands for “Matching and Presenting”. In essence, this is keeping your eyes and ears open for a qualified candidate, but not committing to filling the search. This could be because the position is outside of your niche (yet during the course of your recruiting calls you might stumble across this type of candidate), they have a lower sense of urgency (but would hire the right candidate if they came along), or have some red flags that you’ve identified and are not sure as to the viability of this search. There is nothing wrong with keeping these types of searches on your radar screen, but it’s important to explain to the client that you will not be dedicating all of your efforts to filling this opening. Most clients will complain that they will spend time with a recruiter giving them job specifications, never to hear from them again. If this assignment falls in the “MAPPING” category, make sure you articulate to the client that if they don’t hear back from you, it doesn’t mean you are a bad recruiter – it just means that there are other searches you need to prioritize first.
“Quality Search Assignments” – These are those few that are of the highest priority, and are the searches that are “closest to money”. In an ideal scenario, you’ve evaluated your assignment and you’ve determined that the position is viable, there is a true sense of urgency, narrowed the criteria for qualified candidates, identify “red flags” and missing information, and assessed the most appropriate service offering and fee structure. Having several “quality search assignments” and being able to accurately deem which are quality and which are not are all essential skills to developing an efficient and profitable practice.
Scripts
Transitionary Dialogue for Full Search Assignment
Transitionary Dialogue for “Can’t Help” Assignments
Video
In this clip, Jeff Kaye helps differentiates the key points between using a Condensed Needs Analysis Form and a Full Needs Analysis Form.
Recruiter and firm owner Margaret Graziano shares her unique approach to the pre-job order qualification process – not only will this help you screen your search assignments, but it will set the stage for a collaborative partnership instead of vendor relationship.
After tracking 100 job orders over a span of 3 years, recruiter and trainer Greg Doersching has seen plenty of searches go sideways. This clip helps you understand how to test and measure your search criteria to ensure that you really have a job order.
Forms
Condensed Search Assignment Form
Job Order Ranking Form
Search Assignment Prioritization Form
Ensuring a Successful Staffing Partnership
Emails
Client Emails for Prospective Search Assignments
Articles
5 Rules for Effective Job Order Management by Gary Stauble
The Art of Transitional Dialogue by Terry Petra
How to Quantify Soft Skills by Jeff Kaye
Is It Parachute Time by Jon Bartos
