In the heart of recruitment lies the crucial step of engaging with the client to understand their needs, a process often initiated through an intake call. However, there are certain questions that might slip through the cracks during this initial interaction, but which could save you time down the road.
Q1: Alongside your opening, there might be similar positions available in other companies. It’s essential to know why should a developer want to transition into your company, and how can you ‘sell’ your project?
Usually, a company provides a job and company description, but diving deeper into specific work nuances and the team dynamics helps IT Recruitment Entrepreneurs in crafting a message that highlights the unique selling points separating your company from the rest. It’s about rephrasing and emphasizing the key points that set you apart from a pool of other employers. Occasionally, a client may struggle with this, which could be a chance for deeper engagement to unearth overlooked strengths, or an opportunity to provide honest feedback if the offer isn’t competitive.
Furthermore, if the offer is entirely non-competitive and does not stand out from the crowd, it’s fair to tell the client upfront that you are not ready to engage in full-scale recruitment. You might recommend candidates who are actively seeking suitable positions, or suggest that they revisit their recruitment policy, budget, etc. If the client doesn’t understand how to attract people from the market to their organization, it will be even more challenging for you to do so. Therefore, it’s important to avoid wasting time – both yours and the client’s.
Q2: What Problem Does This Specialist Solve?
Asking about the specific problem this position will solve gives a clearer insight into the actual tasks and expectations from the candidate, beyond just the generic requirements. It also helps in gauging how well the client understands the role they are hiring for.
If responses are vague, it’s a good practice to ask who else in the team could provide more detailed information, and possibly arrange a follow-up call. Your chances of successfully filling the position increase if you have access to this person during the recruitment process.
Q3: What specific tasks will be assigned during the probationary period, and how will you determine that the candidate has passed it? Are there tasks set in a 30-60-90 format?
This question aids in understanding the level of process maturity within the company. Is there a “buddy” assigned to accompany the candidate, and does the client (project manager and others) have a clear understanding of what exactly is required from the candidate? In instances where such processes are lacking, the likelihood of needing to seek a replacement for the candidate increases. It might be worthwhile to discuss precautionary measures with the client, although this veers into consultancy territory.
Frequently, especially in the initial months of direct engagement between developers and clients, communication breakdowns, misunderstandings, and dissatisfaction may arise. However, by intervening promptly and taking necessary measures, such situations can be preempted, preventing a scenario where, 2–3 months down the line, the client conveys that the partnership hasn’t been fruitful.
Q4: Have you already worked with agencies, which ones and what was good or not so good about those experiences?
Responding to this question allows IT Recruitment Entrepreneurs to understand who has been attempting to fill the vacancies and for how long. It’s the same vacancies that were handled by others, are there any stop-lists, how does the client relate to previous agencies and why. How does the client justify their responses?
In the event you are aware that the company, which was engaged before you, adheres to high standards of quality and comprises a team of experienced recruiters, it would be prudent in specific cases to seek feedback about the client from these agencies to attain a more comprehensive understanding of the client.
Additionally, if before approaching you, the client’s previous contractors had been attempting to fill the positions for a considerable duration, conveying inaccurate messages to the market, or merely sending over batches of resumes without notifying about the job details, there might be rare instances where the reputation might be tarnished to such an extent that now what the company requires is consultation on forming employer branding rather than IT Recruitment Entrepreneurs’ assistance.
Otherwise, your team will be investing a lot of time rectifying mistakes that were not committed by you. Conducting a bit of preliminary research will enable you to save a significant amount of time and effort in the future.
Conclusion
Being meticulous and probing during your initial interactions with the client might demand more time initially, but it will help in painting a clearer picture of the client and deciding whether the vacancy aligns with your project for the months ahead. Always provide prompt feedback if you notice any red flags in the client’s responses to avoid false hopes and save time. Explain your inquiries clearly if you notice any confusion or direct questions about why you need certain information. Remember, by declining a mismatched client, you free up space to focus on those who value your approach, ensuring a more enjoyable working experience and, in the long run, fewer headaches after 2-3 months of working with seemingly good clients. Your diligence now will translate into more placements and lesser hitches down the road.