People working in all professions come across problems frequently, and it is no different for recruiters. However, many people work with products, which, even though can lead to its own problems, is not the same as recruiters who work directly with people, which can lead to an array of potential issues arising. Therefore, recruiters need to know what to do when such problems emerge, and the way in which such problems are dealt with can distinguish the difference between the best recruiters and the rest. Here are some examples of the problems recruiters face, and how the best ones deal with them:

1) Best candidates having more than one job option available to them.

If this is the case, the best recruiters would inform the hiring manager of the situation the candidate finds themselves in, so they are aware of everything that is going on. This will not only strengthen your relationship with the client, but it will also increase the pressure on the client to offer a more positive interview experience, as well as the potential of making a higher offer to the candidate to persuade them to accept their offer of a job.

2) A shortage of great talent on the market.

In the case of struggling to find suitable talent on the market, the best recruiters would look at an alternative way of finding candidates, as they may have exhausted the market on the resource they have been using. They are also likely to find fresh talent they may not have seen before by looking at a different platform, something that will only help them in the long-term. A potential example of this could be using LinkedIn as a source of finding new candidates, as opposed to just relying on the job boards they have access to.

3) Hiring managers being too picky on what they want from a potential candidate.

Even though this can be extremely frustrating for a recruiter, as they may think the process is dragging on for too long, and that the candidate will grow restless and look at alternative options available, having a good relationship with the hiring manager can significantly increase the chances of a swifter resolution. This is because they will be more inclined to work faster to speed up the process for a recruiter if they have a positive relationship with them. Therefore, the best recruiters will ensure that such a relationship exists with the hiring manager.

4) Interviews being postponed due to circumstances such as a site audit.

In such circumstances, the best recruiters will stand apart from the rest in the way that they handle these situations with the candidates. The best recruiters will maintain their consistent communication with the candidate to inform them of what has happened, and to explain the reasons why the interview has had to be postponed. Furthermore, they will attempt to reassure the candidate that there are no problems, and that the interview will be re-arranged in the very near future. This will ensure that the candidate is made aware of the situation as it happens, which should lead to them trusting the recruiter for their transparency throughout the process.

5) Companies moving the goalposts on the requirements of a role.

There are numerous examples of when companies have altered the requirements of a job role during the hiring process. In such cases, the best recruiters will do everything they can to try and persuade the current candidate in the process to accept the altered conditions, or try to re-negotiate with the client by saying they will lose the candidate unless they return with the initial requirements. The recruiter should also have back-up candidates, to contact if the current candidate decides to walk away from the opportunity. This will ensure that as little time as possible is spent searching for new candidates after any potential setback.