Know Your Candidate, Know Your Client

149407111In today’s staffing world – competition is thick. With new, cutting-edge technology being introduced every day – things can start getting less personal and more streamlined through computer programs and web-based software. These new technological advances are made to assist with the process but not made to take the place of customer service – which only a human can provide.

The age-old theory that exceptional customer service sets you apart from your competition still very much applies. And, because the staffing industry is based on human capital supply & management – shouldn’t the agencies providing the human resources demonstrate the professionalism that their candidates promise to offer – in their own service?

It only makes sense that if you are a staffing agency – offering front desk receptionists – that your front desk receptionist be as brilliant as the staff you pledge to provide to your clients. You would be surprised how many staffing agencies have a difficult time finding a talented person to ‘man’ their own gate – just because most often people presume that this role is “entry-level” and not as important to the overall infrastructure of the company.  This type of thinking would be a big mistake. Your receptionist is the first impression of your company to callers and visitors. Make it count with an extraordinary example of qualified personnel that will leave potential candidates and clients with a feeling of confidence and assurance that they came to the right place.

PREMIUM CONTENT: Interview: The Healthcare Staffing Industry: Coming to Grips with Reality

Knowledge is Power
Another simple theory to set you apart from other staffing firms is to really know your candidate and client. Make sure your pre-screening interview is as thorough as your initial search for prospects. I implemented a mandatory skills checklist, based on position. It is to be completed for every person we see at ProMed so we can drill down to specific skills, specialties and experiences.  It’s important to challenge your prospects to make sure they actually have the skills that they claim – plus it acts as a great learning tool for the recruiter. Also, if you really want to ‘wow’ your client, it’s always a nice touch to send along the skills checklist with their résumé submission. That will show you took the time to go above and beyond the call of duty to get them the right fit.

In medical staffing, there’s a lot of terminology that a recruiter has to be familiar with to be able to recruit effectively for positions and understand the needs of clients. Assuming that you can just “wing” it will result in poor recruitment efforts and lack of placements. For example, we place a lot of registered nurses with various sub-specialties and knowing the differences between these specialties is a huge benefit to the recruiter because they can easily pinpoint if the nurse can perform the duties asked of by the client. If you don’t know the specifics of your candidate’s work experience, it can result in erroneous candidate submissions that don’t match the specifications that the client supplied you with before your search began. A client can interpret this type of behavior as a lack of attention to detail and a waste of their time. Save yourself the humiliation and prepare yourself from the start by preparing a “discovery” process if necessary so that you can really comprehend what’s needed of you.

You will become an invaluable person to your company, candidates and clients if you can fulfill and anticipate their needs. Everyone likes to be well taken care of. Keep that in mind when you interface with candidates and clients.

MORE: Jump the Skills Gap with Video Interviews

Maya Medena

Maya Medena
Maya Medena is a VP, talent, with Michael Greg Search She can be reached at maya (at) michaelgregsearch (dot) com or on LinkedIn.

Maya Medena

Share This Post


Related Articles

Powered by ·