Ahh, recruiters! You can’t bear them, yet you can’t live without them. Actually, it’s not that you can’t find a job without recruiters, you CAN! It’s just that, you want to network with every possible lead that has the slightest chance of landing you your next big job.
Okay, so we all know by now that recruiters work for the employers (Chinese schools for example). We all know that they have financial incentives by these employers and the more positions they fill the more money fills their pockets.
Most people don’t mind whether or not a recruiter gets a commission for something as simple as introducing two parties. But things get complicated when…
recruiters start getting their emotions involved with their job.
All of a sudden, they start getting upset at you for not accepting a job offer. They start playing mind games with you, telling you that you don’t deserve the salary expectation that you want. Making it seem like you are doing something that offends them, just because you are not bending to their will and simply accepting their employers offer.
It’s such blasphemy to these recruiters as to why on earth someone would decline a job offer. Reality is, employers are pickier than applicants. In reality, most employers would rather have a less qualified candidate than to negotiate any kind of terms.
From my personal observations, what is happening currently in the industry (China’s teaching industry), is that the people who came into China in the last 3-5 years have become highly skilled and in turn started getting into the administrative side of teaching in China. With this, teachers who have attained these roles have realized the financial benefit of being part of a school’s management team.
So what happens when two teachers at the same school, who have the same level of qualifications and experience and almost the same duties receive vastly different remunerations? Conflict. It also leads to teachers becoming financially competitive with one another.
Truth be told, I don’t see the harm in some competition among teachers in China, in fact, it will help improve the overall quality of education provided in China. Yes, it will also mean that schools will need to fork up more $$$, but trust me when I say this, schools in China can most definitely afford to pay their teachers more (especially since the average teacher is getting a salary equivalent of 1-2 students’ tuition fees in salary pay).
At this point in the article one might think: “Well, what does this have anything to do with being a recruiter on LinkedIn?”
Too often we see recruiters in the industry that simply don’t belong there. During my non-teaching work life in Sydney/Australia, I met quite a few talented recruiters who were extremely professional at their jobs. It was those individuals who could turn a bad situation into a positive one and, in turn, be the ones that earned the highest amount in commissions at their recruitment companies.
So what do you need to do to become a more effective recruiter on LinkeIn?
It’s actually not as hard as it seems. Sympathize and Empathize! You want the candidate to attain the job, the candidate wants attain the job, so what’s the problem? Try to explain to the candidate why the employer can not give the candidate what he or she wants rather than insulting them. If a candidate is being reasonable with their request (and even if they aren’t), try to help; convince the employer why they should try to meet the candidate on middle ground at least. As a recruiter, if you don’t make an effort to convince the employer on the things a candidate wants then that candidate will come to one simple conclusion: that you don’t care about him or her.
A candidate who has the impression that you don’t care about their needs is not a candidate. Sure some of them will sign your contract and tell you what you want to hear. Then, when the day comes for them to jump on an airplane and fulfill their side of commitments, you will be too late to find out that they have found a job more in line with what they’ve wanted. Even in the case that a candidate does show up initially to only cancel their contract within the probation period, that will tarnish your reputation as a recruiter and you might not get a second chance with that school again.
So, in summary, it doesn’t help anyone as a LinkedIn recruiter to be greedy and force deals. Instead, just by listening more carefully to the wants and needs of both sides you can possibly come to an alternative solution that could lead to a more fruitful engagement. It is my professional belief that this is the essence of a recruiter’s job description.