Scroll

BLACKROC

Back to Case Studies

Respecting The Job Seeking Experience

October 4, 2019

The Situation

It's a new day and client reaches out to one of our teams about a brand new recruitment assignment. We take the brief and speak in-depth about their particular requirements of the role. We follow our processes internally, part of which involves sharing a job brief back to the client, solidifying our understanding of our meeting with them about the new role. To
cap off conversations, we have the client sign and agree that we have a period where we are the only recruiters exclusively representing them on this particular assignment. Job seekers, both active and inactive in their job search, begin receiving contact from us via Jobadder.  Other job seekers start to see job advertisements via our firm, within days of go-live. However, job seekers are not the only ones interested.  Our fellow industry peers in recruitment are also getting excited by the new role that is live on the market.  They, in turn, begin to approach candidates about the position, with no permission granted and floating resumes directly to our exclusively signed client.

Here is where the trouble occurs, and the race to the bottom begins. Unbeknown to current job seekers, some of which who have been in contact with us in the same process, start to hear conflicting stories from several different recruiters.  Leaving them somewhat bewildered with the 'truths or stories' they're hearing. Unsure of who or what to believe, they go along with proceedings. Uncertain of how to handle the recruiters and just wanting a job at the end of the day. Can't blame them for that. It's not long before the client is also caught in the middle of two recruiters.  Unsure of how to handle themselves, wanting to do the right thing, and not wanting to pay more than one fee of the same candidate. They feel their only option is to ultimately decline the job seekers candidacy and continue to search for new candidates for the job. After all, they only want the best and most appropriate person for the role.‍

The Solution

We can only handle things within our control. What you must understand is if you are in this situation from a job seekers perspective, most likely the first recruiter to reach out to you, is usually the preferred supplier.  Also, test the knowledge of the recruiter when it comes to the advertised position.  The most suitable recruiter will be able to share with you intimate details about the company, the role, it's scope, the direction of which the position and the business is moving. Recruiters who are name grabbing and floating without permission are causing havoc, and will not know things in nearly as much detail.

From an employers perspective, the ones paying the recruitment fees, be clear about who you have engaged for a recruitment assignment and what the engagement agreement contains.  If you don't have one, get one in place. To the degree in which you're clear is to the degree in which you'll find yourself in a sticky situation, if you're firm and clear, you'll have little to nil trouble. If you're flaky and unsure, you'll cause yourself more stress and wasted time.

The Outcome

Not everyone is going to play by the rules, and that is ok, it would be a rather dull world if we all did. However, we can understand how the world works more and learn to make the inner workings of the world work in our favour, and they call that playing smart. Job seekers who are firm with which recruiter is representing them for a what job, end up building themselves a better reputation.  The worst thing a job seeker can be is flaky or seen as a lier. So be firm and pick one recruiter to represent you. The same goes for people hiring via recruiters, be clear, firm and do not be pushed around by just anybody.  However, respect an ethical firm robust relationship with your recruiter of choice, remember it's all about relationships and in the beginning you picked them for a reason.

Keep reading

We're here to help create better futures for everyone involved with us.