5 BIG Reasons to Talk to the Job Order Recruiter

A few weeks ago, I wrote an article for The Pinnacle Newsletter Blog that detailed a true story in which an unfortunate incident occurred for a Network recruiter.

This incident did not occur because of malic on the part of another member. Instead, it was an oversight. More specifically, it was the same oversight committed by two other members.

If you haven’t done so, I encourage you to read that article and become familiar with the story.

In the meantime, I thought it would be helpful to discuss in more detail why it is important to call the job order recruiter. I receive calls from Network members on a regular basis asking me to address this issue.

They ask me to do this because their split recruiting partners fail to contact them before starting to work on their job order. And, as you might have already guessed and as I have already illustrated, that can lead to unforeseen problems.

With all of this in mind, below are five BIG reasons to talk to the job order recruiter before you start working their Network job:

#1—Establish a connection with the other recruiter.

This is an important first step. It allows you to “break the ice,” so to speak, and also set the rules of engagement involving the search. It will also allow you to gain a professional understanding of when, how often, and the manner in which you will communicate.

#2—Learn more about what the other recruiter works.

As you get to know more about the other recruiter, they will be able to provide critical details about their recruiting desk. You’ll learn more about what they working and what they’re currently working on. Conversely, you’ll be able to share the same information with them. As a result, you may discover new ways that you can help each other!

#3—Gain a deeper understanding of the job order.

The job order is what brought you together in the first place, so of course, the job order should be part of the conversation. Remember, there is always more than meets the eye when it comes to the job description. You should be asking probing and pertinent questions so that you can provide more qualified candidates.

#4—Discuss the nature of the client.

The client is, of course, an integral part of the process. While you should not ask who the client is, it should be something the job recruiter is comfortable discussing to a certain degree. After all, as the exporter, you’re going to recruit candidates. You need to know where you should NOT recruit.

#5—Set expectations for candidate contact and candidate submittals.

There are many things to covers in this area. They include how the candidate should be approached, what information is to be shared with the candidate, what information should not be shared with the candidate, and how candidates should be presented.

This phone call does NOT have to be very long, but it must be made. This is simply an investment on the part of the candidate recruiter at the start of the process. It’s a small investment of time and energy that can pay big dividends down the road, quite possibly in the form of a placement check.

Not to mention the fact it can help to avoid unnecessary—and costly—oversights.

If you have any questions about this blog post or your Top Echelon Network membership, please contact me. You can do so at 330.455.1433, x156 or at drea@topechelon.com.

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