The chemistry between candidates and the businesses they’re hoping to join as an employee is very important. It can even be a deciding factor between two applicants as to who is employed. So, how can recruiters ensure that there is sufficient chemistry between their candidates and their clients?
Consider Your Client’s Company Values
Every client, no matter the size, will very likely have specific values they adhere to.
As a recruiter, you want to find out these values and ensure that your candidates familiarise themselves with these values prior to interviewing for a job within the business. Company values are a key part of company culture. Ensuring cultural fit will in itself help to establish chemistry, and demonstrate to the client and the candidate that this could be a good match.
Get to Know Your Candidate’s Interests
There’s not much point in putting a candidate forward for a role if you know that their values won’t align with those of the company.
Make sure that when you register every candidate, you know what it is that they’re looking for in their next role.
Ask them about achievements outside of work to gain a better understanding of their interests and personality. This will also demonstrate to the applicant that you’re invested in them and wish to take the time to find a suitable role and get to know more about them. It could therefore be a crucial part of the conversation, which helps you to stand out from other recruitment agencies in this competitive market.
Try to establish which clients would be the best cultural fit for each candidate you’re working with. This could be based on the company culture and values in a broad sense, or specific information you have related to shared interests, values or hobbies between the candidate and the client.
Ensure Your Candidate Knows Your Client’s Business
Chemistry alone, whilst important, will only get you so far. It’s also rather difficult to create chemistry without first ensuring your candidate has done their research and properly prepared for their interview.
By ensuring your candidate knows your client’s business, you’ll improve their chances of creating a good first impression and of ultimately establishing the sought-after client/candidate chemistry.
The more an applicant can tell the interviewer about their company’s work and values, the more they’ll demonstrate that they’ve done their research and the more likely it is that they’ll find common ground and chemistry will be created.
Asking insightful questions will also demonstrate a genuine interest in the company. For example, questions your candidate is able to ask about company expansion or plans for the future can be a good way to demonstrate such an interest whilst also showing that you’ve researched the existing clients or office locations of the company.
Moving Forward: Maintaining Contact
Chemistry between two individuals usually forms over time. So, it’s strongly advisable to ensure that any contact between the client and the candidate is maintained: even after the interview is complete.
There may be a temptation to think that once the candidate has left the interview room, your initial job has been completed and they no longer need your guidance. But this isn’t always the case.
It’s always best to follow up with post-interview feedback. Contact your candidate to find out how they felt the interview went and what they thought of your client. You can then call the client to relay this information and ensure that your candidate stands out for taking initiative and showing enthusiasm.
Doing this can also help to create chemistry, which will be more evident if the candidate is called for a second interview. Your client is likely to be more forthcoming if they know what an applicant’s first impressions of them were.
So, always remember that your role in creating chemistry doesn’t stop after the interview. In fact, if your candidate secures the position with your client, you should also follow up with both parties to see how they’re getting on in their new job and what their employer thinks of their work too.
Maintaining contact will help you to maintain chemistry with your own candidates and clients, which could lead to referrals and repeat business in future.
If you’d like more tailored guidance on how to successfully grow your recruitment business and drive optimum value, contact us today. At BlueInk Consulting, we specialise in recruitment agency growth, training and development of recruitment staff and leadership and management business coaching.