A couple weeks ago I was sitting in a business meeting with the President of my company, who has a profound and common sense based insight unlike anyone I have encountered. The topic came up regarding what clients prefer and want verses need and settle with. I thought a great deal around this subject and mentally wanted to embrace that very thought and dug into much deeper. It all sounds simple enough, but there’s actually a huge amount of complexity and science behind and around it.

We always begin or start off with what we prefer and want, mean while doing things out of need that we don’t always really want, but how often do those things lead to settling? Then once the road of settle occurs, all along we still have that desire in what we prefer and want in us which ties into our need to do what we really prefer. Whether it is professionally speaking or personally, keeping a good sense about and around what we really prefer is key.

It’s important to continue to keep a good check-in system within ourselves, ensuring that we are satisfied within our choices, both long-term and short-term. So often on the short-term front, out of shear need the choices are made on a temporary basis, subsequently the foundation to “temp service”, however; this can lead to and begin the dreadful road of settling. Temporary service can bring very important benefits, both short-term and long-term if you put more science behind the technique. Temporary services has afforded the ability to solve short-term hiring needs, but ideally hoping to add value long-term speaking which is what should always be the ultimate goal.

“Common sense and success belong to me. Insight and strength are mine”. -Proverbs 8:14

The game of dating has often been compared to the recruiting industry, for good reason. We are in the business to match appropriate talent to clients based on preference. So, my question is how often are those matches done on need, verses prefers and wants? How many folks ask their clients, what do you prefer? Moreover, how many clients employ what they prefer, verses just what they may need? In looking at the bigger picture, I think it’s so important to continue to improve this very area within our industry, inspiring others to do the same as well.

By improving this area, educating our clients and candidates further on holding out for what they truly prefer, it will allow for a more successful long-term exchange. Companies might even be able to then not just advertise they reduce retention, but actually have some educed stats to back that up. After all, nothing of true value ever comes easy. Sacrifice can sometimes be a sustaining element and basis of many things good! The VP of our organization uses this phrase often, “we live in a microwavable society, and everybody wants everything right now”. This is very true as people want to skip the necessary steps needed sometimes and forsake the notion of true sacrifice.

“Perfection is not attainable, but if we chase perfection we can catch excellence”. -Vince Lombardi

Candidates, this is something you need to look at each and every time you are in the interview process. Is the position something you prefer, or is it just something you are willing to do out of need? Often I am told I am very candid, my response, “yes I am”.

When I am dealing with essentially one of the most important areas of a person’s life, I need to be candid and direct. I need to get past the settle and need portion, and do my diligence in getting right to the prefer area of any interview. I drive this process every day, as does my company as a whole. We are hoping by maintaining that level of attitude, in time it will proliferate on a broader level.

“If you're not part of the solution, you're part of the problem”. - African Proverb

So, how do you identify these areas successfully? Frequently within the Staffing industry, folks rely on “gut decisions” based off of just that. While having a great intuition is important, using the innovative behavioral techniques which allow for smart profiling, putting science behind the process is also exceedingly important in analyzing candidate wants verses client’s preferences. When you meet with your clients, put the sales portion of the process completely out of mind. You need to be the extension of that client and a strategic partner, offering a value- added service.

So often I feel that some of the very important questions are missed in the initial upfront process with the client, allowing for confusion and poor placements. Direct communication is the basis of any successful relationship and the questions you ask are crucial. Listening to the answer is important; you can identify many things from that answer allowing you a starting point on how you can add value to what they prefer.

Folks will argue around how culture fit is not a deciding factor and it should only be about the actual job fit. Finding out the culture of the Company is a very important part of the process, but we should be educating our clients, building that partnership, it also allows us to give them direction within the hiring process. This would perhaps allow us to add value and diversity to their current culture. No matter your role within the Staffing industry, don’t be order takers; be that partner that your client needs in order to gain further success within their organizations.

 I tell you this folks; nothing is more rewarding then mastering the “idea” and “techniques” that can contribute value to the candidate and client engagement.  This is something that should be driven and a given, especially within the Staffing and Recruiting industry as a whole where it’s largely about reputation and expectations. But with all good things comes the idea of responsibility, taking time to be ethical and transparent about how we communicate this topic to our clients and candidates is important also.

Keeping a sensitive tone while providing suggestions accompanied with why they will work in getting closer to what each candidate and client prefers. Of course I can’t share all the science and secrets behind this with you, but I do hope the idea of this will inspire others to think preference over just basic need more often than not.

“To carry on a successful business you must have imagination”.” You must see things as in a vision - a dream of the whole thing”.

Written by; Sherry Collins- Managing Director and Staffing extraordinaire

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Biography

Sherry’s Human Resource and Staffing experience spans more than 14 years, specializing within staff augmentation within several different sectors. Sherry is a versatile HR and Staffing professional, with a static vision and an entrepreneur spirit. She is a hand’s on motivator, educator within this ever growing and changing industry. She has spent many years identifying some critical, common sense based, missing pieces within the Staffing industry. Her passion and dedication has been in developing close, consultative business relationships and creating a result driven process that is mutually beneficial for both the client and candidate. She has handled a variety of hiring projects on a national basis, specializing in aggressive growth plans, retention, recruitment costs, attrition, brand building, social media, workforce planning, recruitment technologies, and innovative candidate-selection methods. Sherry brings an energy, presence and sense of humor that is not only refreshing, but effective. Recently joining forces with the President of a local based firm in Cleveland Ohio to create a new division and partnership dedicated in bringing professional level services in some new segments. The President of her organization, David Stanley developed some compelling advantages within the market place which stem from improving quality of hire through an improved selection process and smarter recruitment practices. Taking a more scientific approach over the years his company has become a subject matter in improving employee retention through an "Ideal Candidate" smart profiling and an 8 point retention program. This is great news for those in the Cleveland market, having the chance to benefit from the advantages of her local presence and company that strives to be “The Nordstrom” of Staffing by driving their business with high ethics, Integrity, honesty, and quality.

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