What do we mean when we refer to the Recruiting Triangle?
Like many businesses, successful recruitment involves more than two parties working together to reach the desired result. The recruitment process involves a three-way relationship among the recruiter, the client, and the candidate, sometimes referred to as the Triangle of Trust.
The question is, who drives the process?
To better understand the relationship among client, candidate, and recruiter, and how each party can enhance its roles during the process, let’s break it down:
Two things an employer (the client) needs to do to support a successful three-way relationship are:
- Hire the best Executive Search Recruitment Company to take care of their needs and best serve their interests.
- Make the right final decision to employ the candidate who meets all the position requirements and will be happy working in the company for the long term.
As the candidate, you should be prepared with the following when entering into this relationship:
- Choose to work with an Executive Search Recruitment Company with whom you feel comfortable building a strong relationship. Keep in mind you are not paying them; they are there to do the “heavy lifting” and to make it work best for you; as such, you should follow their expert advice.
- A clear understanding of your focus, as this will be your best-selling point. Your qualifications, experience, or even some speciality that you can put forward to differentiate yourself could put you in a strong position to get the job.
- Learn about the job requirements and plan to communicate how your skills and experience meet those requirements.
- Persistence! If the process becomes tedious, persevere as this will show you are enthusiastic and are interested in the job.
An experienced recruiter will be readily accessible to both the client and the candidate as the “Middle Person” in the Triangle of Trust, keeping a constant and open communication stream.
- A genuine interest in both the client and the candidate’s needs provides a sense of comfort.
- A strong track record of placing candidates in the right positions and a record of good relationships with clients inspire confidence.
- A strong culture of positivity motivates candidates to remain optimistic in the face of discouragement.
- Practical assistance in the form of tips (resumes, cover letters, interview strategies, etc.), encourages a long-term working relationship between candidates and their recruiter.
- Consistently matching candidates to positions by delivering the “right fit” solidifies an excellent reputation with both clients and candidates.
Now back to the question, who drives the process?
In the end, it comes down to the Triangle of Trust, with all three parties contributing. It is up to the candidates to make sure they are honest about their skills and motivation. The clients need to make sure the recruiter has one point of contact. And it is the recruiter who is the key to ensuring that if things go awry (which is always possible), the relationships remain sound. It takes an experienced and competent recruiter to manage difficult situations that can arise while at the same time serving the best interests of each party and keeping the momentum going to make sure that everybody is satisfied in the end.
Recruitment is like walking a fine line. It takes finesse, commitment and healthy relationships to succeed.