{"id":4701,"date":"2017-03-08T07:01:54","date_gmt":"2017-03-08T15:01:54","guid":{"rendered":"http:\/\/recruitloop.wpengine.com\/?p=4701"},"modified":"2019-01-15T00:50:18","modified_gmt":"2019-01-15T08:50:18","slug":"recruiter-tips-positioning-exclusivity-to-candidates","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/recruiter-tips-positioning-exclusivity-to-candidates\/","title":{"rendered":"6 Tips For Gaining Candidate Exclusivity"},"content":{"rendered":"

\"PositioningEditor\u2019s Note:<\/b>\u00a0This post is by\u00a0Paul Slezak, Cofounder and CEO of\u00a0RecruitLoop<\/a>\u00a0\u2013 the World\u2019s largest marketplace of expert\u00a0Recruiters\u00a0and\u00a0Sourcers\u00a0available on-demand.<\/i><\/p>\n

Every now and then you find a rockstar candidate sitting across from you during an interview. You know they\u2019re top notch. They\u2019ve provided some really thorough responses during your \u2018grilling\u2019 and overall they\u2019re just damn impressive.<\/p>\n

Far too often what happens though, is that the interview ends, pleasantries are exchanged, hands are shaken, the obligatory promises to keep in contact are made, and your awesome candidate walks out the door \u2026 quite possibly straight to a meeting with one of your competitors.<\/p>\n

If a candidate impresses you that much, you just can\u2019t afford to let them slip away so easily.<\/p>\n

As recruiters, we are trained from early in our careers about the power of \u2018selling\u2019 exclusivity to our\u00a0clients<\/em> \u2013 about the importance of having customers who will only brief us<\/em> on a particular role, or at least give us a few weeks\u2019 head start before they will brief another recruiter on the same opportunity.<\/p>\n

So what about exclusivity on the other side of \u2018the equation\u2019?<\/p>\n

Trust me \u2013 there\u2019s just as much \u2018power\u2019 having an A-grade candidate<\/em> who only wants to be represented by you, or who is willing to at least give you a few weeks\u2019 head start before they will meet with any other recruiters during their job search.<\/p>\n

The ability to work exclusively with a candidate can make all the difference to your chances of getting them in front of your clients \u2026 and ultimately placing them!<\/p>\n

This exclusivity needs to be secured during the initial interview.<\/p>\n

Unfortunately \u201cHi \u2026 I interviewed you a few days ago. I think you\u2019re a great candidate so is there any possibility that I could ask you not to send your details to any other recruiters or any other companies for a few weeks?<\/em>\u201d won\u2019t cut it!<\/p>\n

Oh \u2026 and in case you\u2019re wondering \u2026 there\u2019s an art to gaining commitment from a candidate to work with you exclusively.<\/p>\n

I used to refer to it as my \u2018script\u2019 (you\u2019ll soon see why), and I\u2019m happy to share this script with you. It definitely worked for me. So hopefully it can work for you too!<\/p>\n

S<\/span>pecialisation<\/strong><\/h2>\n

If you expect a candidate to work with you exclusively, then it\u2019s up to you to let them know that you\u2019re a specialist recruiter in their space. It\u2019s all about trust and credibility so you must be able to demonstrate that you appreciate where they\u2019ve come from in their career and that you understand exactly where they want to go.<\/p>\n

C<\/span>areer partner<\/strong><\/h2>\n

You also need to make it clear that you don\u2019t just want to help them get their next\u00a0job<\/em>. You want to be their career partner<\/em>. You\u2019re not just out to put a bum on a seat and make a few quick bucks. They need to understand that you genuinely want to help them with their next career move, but that you also want to help them with any future career moves they decide to make. Again it\u2019s about establishing trust and credibility from the outset.<\/p>\n

R<\/span>eputation<\/strong><\/h2>\n

Nobody is going to agree to work with you exclusively unless you can demonstrate previous results in successfully placing candidates of a similar calibre into a similar role to the one they\u2019re after. Have your facts ready and be ready to rattle them off. Recruiters afraid to blow their own trumpet? Never!<\/em> Remember it\u2019s not about you being impressed by them. At this point in time it’s about your rockstar candidate being impressed by you and your success rate.<\/p>\n

I<\/span>nsights<\/strong><\/h2>\n

This ties in with \u2018specialisation\u2019 outlined above. You not only need to know your facts about the recruitment industry (what\u2019s the market really<\/em> like right now?). Naturally you also need to know about their<\/em> industry (after all you\u2019ve claimed to be a specialist). What are the trends in SEO right now? What\u2019s the engineering market like? What’s hot in UX\/UI? What\u2019s happening in the legal sector? What has the impact been from the recent changes in local HR or financial services legislation? I\u2019m sure you get my drift.<\/p>\n

P<\/span>rocess<\/strong><\/h2>\n

If you\u2019re going to position exclusivity, then your candidate is going to expect to know exactly what they\u2019re going to get in return. Whilst you would never guarantee that you\u2019ll be able to place them, you must be able to clearly and confidently talk through your process. Let the candidate know how often you would contact them to keep them updated. This is where you could suggest a period of exclusivity of say 3 or 4 weeks.<\/p>\n

T<\/span>arget clients<\/strong><\/h2>\n

Ask the candidate what companies they would ideally like to work for? During the interview make a list of the target clients that you will commit to speaking to. Again you can\u2019t ever guarantee you\u2019ll get them an interview. But they will be able to quickly tell how genuine you\u2019re commitment is to at least representing them to their employers of choice.<\/p>\n

True story: Whenever I used to meet an A-grade candidate, if they didn’t have to rush back to work, I would pop back to my desk and actually start calling some of the companies on their target list while they were still in the meeting room<\/em>!<\/p>\n

Credibility? Tick! Exclusivity? Definitely!<\/p>\n

So there\u2019s your S.C.R.I.P.T \u2026 I hope it helps you gain a head start when you next come across that needle in the haystack.<\/p>\n","protected":false},"excerpt":{"rendered":"

Gaining candidate exclusivity is gold. After all there\u2019s \u2018power\u2019 in having an A-grade candidate only wanting to work with you.<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[22,66,21,74],"tags":[],"yoast_head":"\n6 Tips For Gaining Candidate Exclusivity<\/title>\n<meta name=\"description\" content=\"Gaining candidate exclusivity is gold. 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