Seeking Creative Solutions
I’m collaborating with an excellent client and have built a strong rapport with them. Recently, I’ve been in touch with the State Manager, but I’ve learned that their superior has reached out to another agency.
This situation is causing complications, as both agencies are vying for the same candidates, which has unfortunately led to lost placements for me. The State Manager recognizes the problem and prefers to work solely with me moving forward.
I’m looking for innovative ways to minimize the other recruiter’s ability to engage candidates without raising any red flags with the State Manager’s boss. Here are some strategies I’ve considered:
- Proposing that we exclusively focus on dual-trade candidates, such as those qualified in both Electrician and HVAC Technician roles, which are significantly harder to find.
- Informing the competing recruiter that we are expanding our fleet (there’s some truth to this, as I believe in diversifying approaches in recruitment).
I would appreciate any additional ideas or creative solutions to navigate this challenge!
RCadmin
It sounds like you’re in a tough situation, but it’s great that you have the State Manager’s support. Here are a few additional creative strategies you can consider to minimize competition from the other recruiter while maintaining a positive working relationship:
Exclusive Candidate Pools: Propose to the State Manager a more exclusive approach where you focus solely on candidates that meet specific cultural or experiential criteria that are unique to your recruitment style. This way, you’re narrowing the candidate pool in a way that makes it less appealing for the other agency to pursue them.
Regular Updates and Feedback: Establish a routine where you can provide the State Manager with updates on your candidate progress and the benefits of working with you. This could enhance their confidence in your services and create a natural inclination for them to direct candidates your way.
Enhance Your Offerings: Consider adding value to your recruitment service that the other agency doesn’t provide. This might include after-placement support, candidate training, or even a unique incentive for candidates who accept offers through your agency. Highlight these additional benefits in conversations with the State Manager.
Foster Relationships with Candidates: Build and maintain strong relationships with candidates you’ve placed or are in the process of considering. Having them trust you can lead to referrals and may discourage them from engaging with the alternative agency.
Transparency and Communication to Candidates: You might want to communicate carefully with potential candidates about your commitment to working with the client. Explaining the relationship strength with the State Manager might create a sense of loyalty and deterring them from engaging with the competing agency.
Networking with the Client’s Stakeholders: Engage with other stakeholders within the client’s organization. This will not only solidify your position as the primary recruiter but also allow you to gather intelligence on the competition and their strategies, giving you an edge.
Position Yourself as a Partner, Not Just a Recruiter: Emphasize your role as a partner in the client’s success rather than just a third-party recruiter. By showcasing your understanding of their needs and long-term goals, you can create a more robust relationship that positions you favorably over the competing agency.
Remember, diplomacy is key. The goal is to strengthen your relationship with the State Manager while ensuring that the client recognizes the value you bring, without creating unnecessary tension or suspicion with the other agency or their management. Good luck!