4 Ways to Protect the Best Interests of Your Client

As an outsourced recruiting provider, it is important to share the same strategic goals with your client. This is a partnership where success is directly correlated with the client’s success in executing business goals from a recruiting standpoint. Here are 4 focuses that will ensure you are protecting your client’s best interests through recruiting.


1. Listen & Align

-Listen: A simple but essential way to protect your client’s best interests is to listen to the management team and hiring managers. Talk about what type of candidates the client is looking for, what the company culture is, what their business goals are for each department you are supporting as well as the overall vision for the company. These pieces of information will be vital to recruiting efficiently and should be incorporated in the initial sourcing and screening process.


-Align: Once you have the information needed to direct recruiting efforts you must make sure the recruiting process put in place will be aligned with these needs. Alignment may go beyond a candidate profile- there may be deadlines, geographic preferences, or intangibles that may be factors as well.


2. Be Consultative:

Once you have an understanding and become aligned with what the client’s needs are, it is important to consult the management team on the process and best practices. This will, in turn make the hiring process work more effectively and help limit any errors that may be detrimental to recruiting goals. Here are some examples of how do this:


-Educate: It is important to educate hiring managers on best practices in areas such as interviewing, sourcing, onboarding, salary negotiations, etc. If you identify areas that may need to be updated, fast tracked, developed- the client needs to know this before these become pain points in the recruiting process.


Follow Up: Make a point to continually follow up with your hiring managers at different stages of the process. Make sure their job requirements are still the same or if a detail on the Job Description should be tweaked. Follow up after interviews to gauge the manager’s interest, thoughts, and opinions to understand each manager’s preferences and style.


-Set Expectations: Many times while recruiting for a client there will be quarterly deadlines, projects, sales projections, and other pressing influences on the recruiting process. It is very important to let hiring managers understand concepts like time-to-hire and onboarding to ensure start dates and hiring goals.


3. Do Careful Due Diligence:

When presenting viable candidates or finalists to a client’s hiring manager, it is imperative to thoroughly screen and vet these candidates before bringing them into the company. This includes:


-Work History: Has this person moved frequently between jobs with short tenures? Has this person worked in several different states in the past few years? Are their prior employers competitors? These are examples of questions you must ask the candidate to understand their motive for being on the job market while assessing if there is inherit risk in hiring this person.



-Background Checks: Check a candidate’s background information to surface any criminal history and also validate that the information gathered in the screening process is consistent. If certain certifications/licensures are required you need to make sure these are up-to-date and in good standing.


-Creditable Reference Checks: Reference checks can be misleading since these are usually provided by the candidate and can be personal friends or extended family members. It is important to receive managerial and supervisory references to gain credible information. Also, asking the right questions is very important here- digging into areas to work on, etc.


4. Identify and Recommend:

 -Identify: Through the process of Screening, Interviewing, and Due Diligence you will identify concerns, risks, and red flags on candidates. Each concern will have to be assessed and discussed with the hiring parties involved. Communication is key here.  This, many times, will be critical in avoiding bad hires and the collateral damage of turnover.


Recommend: Through the entire process of protecting your client’s interests successfully, you will earn your client’s trust in your expertise and decision making. With this relationship built, you will now be able to make recommendations regarding concerns that arise. This will involve a process of substantiating each risk and determining whether it will effect an individual’s candidacy.


The relationship built between a recruiting provider and client will be predicated on executing these four basic principles of aligning, consulting, due diligence, and making appropriate recommendations. Protecting your client’s strategic goals and best interests will ultimately allow you to gain their trust while bringing in top flight talent.


About the Author

Brian Skevington is a Lead Talent Acquisition Partner for Xelerate, joining the team in 2013 with a recruiting background in Healthcare. Brian moved to the Philadelphia area three years ago after graduating from Rutgers University in New Jersey. Brian enjoys staying active, stand-up comedy, and catching concerts around Philadelphia.