- If initial contact with your agency is favourable, candidates are more likely to tell others about you
- Consultants should take time to understand a candidate's personality and what they want from a job - not just their skills and experience
- It is imperative a consultant provides a candidate with a quality interview - they must feel part of the process
- Consultants must provide timely, constructive feedback after an interview. This will not only prepare candidates for future roles if unsuccessful, but will leave them with a positive image of your agency
- To manage the candidate's expectations, outline your process in advance. Advise them on how much communication they are likely to receive and when
- Consultants should educate candidates on the company, role and cultural fit of the client firm
- Treat all candidates in the best possible way at all stages of process. Word of mouth referral is very strong
- Candidates like to feel they are the only ones looking for work, providing a personalised, high level of service will strengthen the relationship
- Ensure you carry out post-placement follow-up, this will uncover and fix any potential problems
- Remember, looking for work is an emotional experience!
