Candidate management and the art of the balancing act


When I am recruiting candidates into specific roles for my clients, although focused on the brief in hand, I am also highly mindful of the bigger picture; that is, candidate management.


Being a great recruiter is like spinning plates.  During the recruitment process you may meet exceptionally skilled and talented people who are not quite right for the role you are currently recruiting for, but, who you know will be highly sought after for another role which could open up in the future.


Building good relationships with these candidates is key to strengthening my relationships with my clients, and in turn, is essential to enhancing the success of the recruitment process.


Any candidate can look great on paper, but not all personalities lend themselves well to all jobs.  Understanding the ethos and culture of the company I am recruiting for is another essential element in sourcing the best candidate for the role.  Effective candidate management means considering not just a person’s academic and professional achievements, and work experience, but also how well he or she is likely to get along with co-workers, and their ability to excel in that company’s work environment, as well as satisfy the job’s overall requirements.


Candidate management, at its core, is relationship management; evaluating people based on that sixth sense; that instinct that this person is not just a good fit, but a perfect fit, for a position.


In a candidate led market, keeping in touch with those high calibre professionals, not letting your ‘data’ on them go stale, and being aware of any new developments in their professional lives is essential to being a great recruitment partner to your clients.


Another factor of candidate management which makes the difference in a great recruitment partner, involves being able to see potential talent and how it will benefit a business in the future, and not just based on present business needs and trends.  In a candidate driven market, it is no longer simply about hiring talent; a business must be able to see the potential for high calibre candidates it meets within its organisation even without a current specific role, hire them, and then retain that talent by making them feel a valued part of the organisation.  The candidate needs to be nurtured or a company risks losing a valuable employee to a rival company.


At its core, candidate management is about balancing patience with due diligence, and technology with an appreciation for talent; using data alongside human instinct.  Ultimately, it’s about keeping those plates spinning until the right time…