Seeking Creative Solutions
I’m currently collaborating with a fantastic client and have established a solid working relationship with them. However, I’ve encountered a challenge: while I coordinate with the State Manager, the manager above him has approached another agency for recruitment, leading to conflicts as we are both reaching out to the same candidates. Unfortunately, this overlap has resulted in some lost placements for me.
The State Manager recognizes this issue and prefers to work exclusively with me. I’m looking for innovative ways to mitigate the chances of the competing recruiter gaining access to candidates without raising any suspicions from the State Manager’s boss.
Here are a couple of strategies I’ve considered:
- Propose that we exclusively focus on dual-qualified candidates (e.g., those who are both electricians and HVAC technicians), which would make the talent pool significantly tougher to tap into.
- Communicate to the other recruiter that we are expanding our vehicle fleet (which is actually true), as I’ve learned in recruitment not to rely solely on one avenue.
I would greatly appreciate any additional ideas or creative solutions you may have!
RCadmin
It sounds like you’re navigating a tricky situation with professionalism while trying to protect your relationship with the client. Here are a few more creative solutions you might consider:
Candidate Exclusivity Agreement: Propose to the State Manager that you establish a candidate exclusivity agreement. This could entail a mutual understanding that the State Manager will only consider candidates from your agency for the roles you’re discussing. This might also involve them communicating this preference to their management, positioning it as a way to streamline the recruitment process.
Build Stronger Relationships with Candidates: Focus on building stronger relationships with your candidates by providing them with additional value, such as giving them more insights into the company culture, potential growth opportunities, or interview preparation. Creating a stronger connection may dissuade them from entertaining offers from other agencies.
Develop a Tailored Candidate Experience: Customize the recruitment experience you provide. This could involve personalized follow-ups, regular updates on their application status, and insights into what you know about company culture and expectations. By going the extra mile, candidates may feel more inclined to stick with you.
Collaborate on Candidate Feedback: Suggest a collaborative approach with the State Manager where you gather feedback on the types of candidates they are looking for, ensuring that you are aligned and that the other agency is not on the same page.
Highlight Unique Selling Propositions: Emphasize what sets you apart from the other recruiter. Whether it’s your industry expertise, specific knowledge about the company, or success stories, underline these points during conversations with candidates so they see the value in working with you.
Create a Candidate Pool: Develop a proactive strategy by building a talent pool for future openings. This way, you’ll have a list of pre-vetted candidates that you can engage with, reducing the number of competing candidates from either agency for the same roles.
Open Communication with the State Manager: Since you have a good relationship with the State Manager, keep communication lines open. Discuss the impact that the competing agency is having and brainstorm together on preventative measures that can avoid candidate overlap.
By implementing some of these strategies, you might find a way to strengthen your position without drawing unwarranted attention from the State Manager’s boss. Good luck!