Because of the competition for skilled candidates, a common occurrence is for a company to engage multiple recruiters to fill vacancies. They do this for a number of misguided reasons not based on fact, including…..

– Having multiple recruiters working on a vacancy increases competition and will stimulate a better standard of service

– More recruiters = a better spread of candidates in a candidate lead market

– No recruiter has ever pointed out that using multiple agencies is unproductive

The last fact is telling. Do you ask every client for exclusivity on every vacancy? Many consultants don’t and it immediately reduces their chance of placing a successful candidate. The clue is in your job title. Recruitment consultant. Clients go to a consultant because they are experts in recruitment. They want advice and guidance to ensure they get the best candidate available. So that means you have to explain to them just why you need to be the sole recruiter. It benefits both of you.

Let’s take the first two reasons listed above that clients often cite to explain their decision to use multiple recruiters and how you as the professional you are can position why exclusivity is the best option for them.

Increases competition?

On the face of it, it looks like a compelling argument. Surely every recruiter is going to be giving 100% to ensure they get the candidates? The reality is different though. Why should they when they may have other clients who are working exclusively with them. Any successful recruiter will prioritise their top clients first when it comes to delivering the best passive candidates they find. Logically they will spend more time on those vacancies. What the client will get is consultants throwing CVs at them as quickly as possible hoping they get in before the competition. They’ll end up with a poor service from everyone and it’s up to you to explain this to them.

A better spread of candidates?

Once again, it does seem a compelling reason. It isn’t though. Whether they appoint 3, 6 or ten different agencies, because of the need for speed mentioned in the previous point, they’re all going to be looking for candidates in the same active talent pond; because they don’t have time when they are in the scenario well known by many recruiters of ‘fastest finger first!’

What the client wants is the best person for the job. Not the best person who is looking for a job; a subtle point that many clients don’t understand. It’s up to you to explain the difference between active and passive candidates and tell them that you need exclusivity to be able to dedicate the resources to talk to passive candidates too.

Don’t be a recruiter who is just thankful for any vacancy. It’s time to start being a consultant and show your potential clients your expertise. By getting more vacancies that are exclusive means you are spending your time productively. You get more time to concentrate on getting the best candidates who will be as success in the role. And what does that mean? You’ll be on your way to being a big biller.

Until next time,

Cheryl