Author: Marisol Valdez Couret | Co-Founder and Managing Director, BIZZLINKER | IPTER Mexico
Very frequently we find companies that have job vacancies that tried to fill internally by their own means, but were not able to do so, which is why they find it necessary to hire an expert. It is at this time that the recruitment and selection companies or headhunters come into play.
It happens from time to time that one of these companies tells us: “Will you have an accountant in your pool of candidates that you can recommend for our company?” It is there when we explain to our client that each of the searches are carried out in a personalized way since an accountant with 5 years of experience working for an accounting firm and taking the accounting of a group of companies it’s very different to an accountant with 2 years of experience that has only taken the accounting of one company; these differences can mark a variation in the salary, in the professional development that the candidate aspires, among other conditions. Each client has a different need, and it is up to each of the recruiters or headhunters to identify it to find the ideal staff that has these characteristics.
It is very important to listen carefully and team up with our clients to understand what they are looking for and guide them in case they are not very clear about it. Likewise, on some occasions we can make recommendations so that their requests are achievable, and we can find viable candidates that meet their expectations. On the other hand, when we filter candidates, we must be very careful to know how to identify the skills and knowledge of each of them and in this way see if they have the desired profile.
Below, I mention some recommendations to have a more assertive communication with our clients and obtain better results in each of our searches:
Focus: when you talk to your client, listen carefully and avoid distractions. Inquire about the context in which the professional will develop, the organizational structure, to whom they will report, if they will have subordinates, among others.
Request a job description and profile: it is recommended to have a written job description and profile, if your client does not share it with you, send him a clear format that he can complete so that you can take it as a guide. When they share it over the phone, write it down in an email and make sure your client confirms that it has been read and accepted.
Make a list of the negotiable and non-negotiable characteristics of the profile: Ask your client what is required and without it the candidate is not viable and what other characteristics enrich the profile, but if it does not have them in any way it remains an acceptable candidate.
Research: it is necessary to know the field in which the company develops, as well as its competitors so that you can do a more direct search for professionals.
Know your client’s business branding: create a list of the traits and skills that give them a competitive advantage over other companies. Check their social networks, commercial advertisements, values that they project and how their clients and collaborators perceive them if possible.
Clarify doubts: Try to ask all the necessary questions to start with the search for the profile and if during the process any arises, contact your client as soon as possible.
The more information you have and understand the reason for it, you can make a more accurate search.
The end result of this careful selection process consists of finding the most suitable person for the company, something that not only benefits the companies but also the candidates, since in both cases the result has to be satisfactory.
