Hey everyone! 🙌
I’m just about six months into my journey as an agency recruiter, and while I’ve seen a few wins, I’m hitting a major wall right now. It feels like I’ve been assigned the “impossible roles” that no one seems to want! 😩
Here’s the scoop:
- I’m brand new to this field, coming from college with little foundation, so building a client base has been a huge challenge.
- Recently, I signed a contract with a local company that aligns with the industry I want to break into – super exciting, right?
- But here’s where it gets tricky: the roles are very niche and in a tiny area where “everybody knows everybody.” 😳
- I’ve run into some miscommunication issues with the client, and that passive-aggressive jab questioning my expertise didn’t help either. Ouch!
The pressure’s on because as an outsourced recruiter, I know I’m expected to fill these hard-to-fill positions. I’ve had my fair share of wins and losses in the past, but nothing like this before! I can’t shake the feeling that I might fail to deliver, especially since it’s local. The last thing I want to do is damage my reputation before I’ve even gotten started. 😬
Now, I know I can’t control everything, but my initial searches have been painfully bleak. It’s really draining my motivation and making me question if I need to pivot to a new niche for business development. The thought of starting over feels exhausting, doesn’t it?
So, here are a few pain points I’m dealing with:
- Unrealistic job requirements that make it hard to find appropriate candidates.
- Facing negative feedback and doubts from clients right off the bat.
- Fear of failure impacting my confidence and overall mental well-being.
Possible Solutions:
- Network like crazy: Engage with local professionals, attend industry events, and leverage social media to connect with potential candidates.
- Refine your pitch: Tailor your approach to highlight what makes you a valuable asset despite your newness in the field.
- Seek mentorship: Connecting with experienced recruiters can provide insights, advice, and moral support. Check out platforms like Recruitment Engine for resources.
But now, I want to hear from you! Have any of you faced similar struggles in your recruiting journeys? How did you tackle the **impossible roles**? Any tips or resources you found particularly helpful? Share your experiences! Let’s form a support circle and lift each other up in this crazy industry! 💪
Can’t wait to hear your thoughts! 🌟
#Recruitment #AgencyRecruiter #ImpossibleRoles #JobMarket #CareerAdvice #Networking
It surprises me that they’ve got you doing BD work so soon. I’ve worked at agencies where folks start out as a sourcer for at least 6 months so they can get the actual recruiting part down before trying to find clients so that they aren’t hitting walls like these with brand new clients, and can get some supervised guidance.
Is the issue that they offer a low comp range for the roles relative to how demanding the experience requirements are?
The only way to really counter that is to keep submitting candidates above their budget who fit the skills needed, and within budget who don’t. A sane client can take those data points and readjust the job opening requirements or compensation based on your feedback. If they won’t, you’re just working with a bad client and there’s not much else you can do but keep looking for other clients too.
Welcome to the show!
I totally get your feelings and apprehensions. I have been there myself, first when I started in ‘92.
And again a few times as I rolled with the industry changes.
It’s a grueling process and I would be open to sidebar chat with you to provide insight and feedback.
I really feel for you. Six months in to a profession in the worst slump in over 25 years…. If you started in a stronger market it would be a totally different situation.
But, if you could stay the course you will be in the game when the market grows strong again and ready to level up in both money and role.
Regarding your impossible positions, you have to accept you were hired on a suicide mission. You are working on all the impossible jobs that nobody else could fill for a host of reasons.
If you haven’t read the book “split the difference“ by Chris Voss I would start there. Voss was the former head of the FBI hostage negotiation team and is a master teacher on the subject. It’s a treasure chest of tools that you can use to take more control over conversations with hiring managers, clients and candidates.
One of the techniques recommended to break a deadlock in a situation is to honestly and authentically ask the question “how do you expect me to do that?”
What’s the niche?
Do you have much experience with success as a recruiter? Reading how you think and feel tells me you haven’t learned how to manage client expectations by speaking directly.
As a retained recruiter with 16 years of experience, I’ve become the go-to person in my agency for super niche searches. Beyond filling openings, I view my role as an adviser on talent markets and a consultative partner to clients. Here’s my approach:
1. **Leverage Data**: Data is crucial. Provide clients with detailed reports on all key players targeted. In niche areas, the candidate pool is small, and clients need to understand this. Weekly reports should track, document, and give insight into market realities, who is showing interest, and why some candidates aren’t interested.
2. **Present Flexible Options**: Once you’ve thoroughly covered the market and your certain of it, present clients with flexible options. This could involve adjusting the role’s level, increasing the salary, or considering remote/hybrid work arrangements. Identify and suggest areas where flexibility is possible.
3. **Assess Business Risks**: Determine the risk to the business of leaving the position open while waiting for a perfect candidate versus hiring a highly qualified, albeit not perfect candidate.
4. **Set Realistic Expectations**: If there’s no flexibility, the client may need to wait for the right candidate to become available. In truly niche markets, it’s often about timing rather than uncovering more candidates. Revisit the best matches periodically to check their interest. Waiting, while it sucks, is always an option if a client is absolutely ridiculous. Just be sure your data informs this.
At the end of the day, some searches just aren’t fillable. However, with enough data, clients tend to flex to what the market will yield. Good luck!