The Kinds of Clients You Should Fire

The Kinds of Clients You Should Fire

By Steve Margalit

In our business it is always a constant battle to remove the noise and distraction that prevents us from getting where we want to go. One of those distractions, while it may fill up your Rudy Board, is working on a bad job order for a bad client. I can't stress enough the importance of holding yourself to a high standard when it comes to business development. Working on 'premium' jobs, with 'MPC' candidates of course, makes everything else we do a little bit easier. So, don't just fill up the stat sheet with any old job order and hope everything will fall into place. Here are a few types of clients you should choose not to work with...

Outside of your Core Specialty

Industry and discipline specialization is what separates the good from the great recruiters across our system. It is important to fully immerse yourself and become an expert in the space in which you work. It is critical that you know who the companies are, and over the course of time build a strong network of top candidates who are your eyes and ears on the ground, keeping you abreast of new opportunities in real time. Working as a generalist makes it much more difficult to cover that kind of ground. If you come across 'one off' opportunities, use FPC Exchange! Otherwise, steer clear of companies outside of your specialty.

Uncertain, Unclear, Unpredictable

If there is one thing that drives recruiters crazy, its last minute surprises. This job is hard enough without them. I'm sure you've had that client who has changed the job description, the payment terms, or the sense of urgency/time to hire on you. Fire them! Focus your time, energy and effort on clients that know what they want and have a clearly defined process to achieve that goal. You will be rewarded for it.

In Search of Purple Squirrels Only

The client you have who is never satisfied, no matter what you do for them. Every qualified candidate you present seemingly gets a subpar grade. Their expectations are unrealistic across the board - both candidate experience and the salary they are willing to pay for it. These clients not only deplete your resources, but they can damage your reputation and reduce your morale. Even if they produce revenue once in a blue moon, over time your desk will suffer from them. Say goodbye to them.

Price Above All Else

If the company's biggest concern is your fee, run away...fast! This red flag is a sure fire indicator of things to come. It starts with the fee, usually continues with a very disjointed interview process, and if you are lucky enough to get an offer, vou can bet that it will be less than stellar. Companies that understand the value we provide them also understand how we determine our fee structure. They are more likely to allow us access to hiring authorities because they recognize that a strong partnership will lead to successful hires, which will make them money AND save them money on fees in the long run.

Race Against the Clock

An open market is built on competition, but it is imperative for you as a recruiter to know where you stand as it relates to your competitors on any particular search assignment. The more recruiters assigned to the search, the lower your odds are for making the placement. However, if you are working exclusively on the search your likelihood of getting to the finish line with a placement is much higher. When taking a job order, always ask your client what they have done thus far, and where they stand in the search process. You are in business to make placements, or at the very least to increase your odds for the opportunity to make placements. If you don't like what you hear, be prepared to walk away.

Take a careful look at your current job board, do any of your jobs fall into the above categories? If so, take action now, there are only two months left in the calendar year. You'll be surprised how good it feels to let a bad job go away. Make something happen. Good luck, and let us know how we can help.