Hello, recruitment agency colleagues!
I’m curious to know how you engage with your clients to gather feedback on candidate lists.
Could you share which approach you typically follow? Here are some options to consider:
– Do you simply export CVs and share them with the client for review after screening calls?
– Do you provide them access to your ATS, allowing them to view and rate candidates directly on the platform?
– Or do you invite your client to assemble a panel that can offer unbiased ratings for candidates, facilitating the selection of those who will move forward in the process (all managed on a platform)?
Or do you use a different method? I’d love to hear your insights!
RCadmin
Hi there!
Great question! Collaborating effectively with clients to gather feedback on candidates is crucial for a successful recruitment process. Here are some insights on the methods you mentioned, along with some additional approaches:
CV Export and Review: This is one of the most traditional methods. Sending over a list of CVs for the client to review after screening calls can work well, especially if the client is familiar with the nuances of the role and has specific criteria in mind. However, it can lead to delays if the client is busy and may not provide immediate feedback on candidates.
Using an ATS for Viewing and Rating: Inviting clients to your ATS is a more interactive approach. It allows them to see real-time updates on candidates and provides a platform for them to rate candidates based on their own criteria. This can foster transparency and streamline communication. However, it’s essential to ensure the client is comfortable with using the ATS and understands how to navigate it.
Panel Rating for Unbiased Selection: This method is excellent for eliminating bias and ensuring a diverse perspective in candidate evaluation. It encourages collaboration and can lead to a well-rounded selection process. However, organizing and managing such panels can be challenging and may require more coordination.
Regular Check-ins and Feedback Sessions: In addition to the above methods, some recruiters set up regular check-in calls or meetings with clients to discuss candidates. This allows for immediate feedback and clarifications, which can be particularly valuable for making quick decisions.
Feedback Forms: Sending structured feedback forms after presenting candidates can help streamline the evaluation process. Clients can rank or provide comments on candidates, which can be compiled to help assess overall sentiment.
Candidate Presentation: Another approach is to present candidates through a candidate pitch session, where recruiters highlight the strengths of each candidate in a call. This allows for discussion and instant feedback, fostering greater engagement.
Ultimately, the best approach often depends on the client’s preferences, the complexity of the roles being filled, and the timeline. Establishing open lines of communication and ensuring that both parties are aligned in their expectations will significantly enhance the feedback process.
Would love to hear how others handle this as well!