Being a staffer isn’t easy. And considering our audience we’re well aware of the private island retirement achievable if this were an “if I had a nickel” scenario. However, we remain true to our belief that it can’t be said enough. Even those working within the industry rarely get to stand back and appreciate what it takes to connect candidates with clients and keep everyone happy, nevermind those outside it.
No matter how many positions we fill, however, one truth remains: it’s likely been a while since you last searched for a job. Whether you’ve stuck it out with your current agency or bounced between network connections, staffers rarely find themselves where their talent pool sits.
And for good reason. After all, searching for a job the old fashioned way, even with a recruiter:
- Takes forever
- Remains monotonous
- Is incredibly stressful
- Requires about the same time and effort as a real full-time career
It’s never a fun process and only seems to be getting worse with time.
Yet as recruiters, no matter how much work is on the plate, it doesn’t take much to go the extra mile and become an agent of change. Or, more appropriately named, a candidate advocate. A candidate advocate is someone who not only fulfills their duty to the best of their ability but sets candidates up for long-term success with a recruiter by their side. Not only is it good for your agency and clients, but it also makes work a lot easier with minimal effort.
Here’s how you can become a candidate advocate.
Communicate
It’s a no-brainer, but too many staffer-job seeker connections fizzle out as candidates get put on the back burner. They need a job and have even less time to waste than you do. Even if you aren’t providing immediate results, keeping them in the know will prevent you from being ghosted when a role opens up down the road.
Keep in Touch
Whether or not you placed them, checking in with current and previous talent will always keep the door open for new opportunities. Maybe the graphic designer from a while back isn’t bonding with their team and wants something new, or a previously hard to place candidate has useful new experience.
Be Honest About Fit
A select few in the workforce have stories as believable as a Bigfoot sighting regarding a time they were talking out of a job. Weird, right? Unfortunately, this practice should be more common. Companies and candidates all have personalities. Just as an extrovert wouldn’t bond with a homebody, an open-air, collaborative workspace may be a nightmare scenario for the quiet IT worker. Playing it straight with your candidates will not only make your placements more successful, but they’ll also remember your honesty and come back when they’re ready for a new assignment.
