What to Say When your Client is on the Fence about Hiring a Candidate

When a business grows or its needs shift, executives start the process of recruitment. Because it can be time-consuming and expensive, many companies put a lot of pressure on finding the right applicants. As a recruiter, what do you do when a client is nervous about hiring a candidate? The best solution for them may very well be contract staffing and temp to perm placements.

Hiring a Candidate Temporarily

Contract staffing is similar to temporary staffing, so your clients can provisionally evaluate applicants before committing to long-term employment. This strategy is common in business and is known as “temp to perm” (temporary to permanent). Because hiring a candidate is a big commitment, business owners want to be sure they’ve made the right choice. An excellent strategy is to hire an applicant temporarily and confirm that they have the necessary skills.

Contract staffing firms and recruiters know the vast benefits of temporary staffing. Sometimes businesses don’t have the resources or time to manage the recruitment process, nor do they need specific skills long-term. Hiring a candidate provisionally is a great way to boost services and skills within a company. Plus, firms and recruiters can assist with any onboarding, legal paperwork, or employee support. Temporary staffing is win-win for most businesses. 

“Try Before You Buy”   

Some jobs and positions require specific skills that demand years of experience or certifications. Other roles come with a specific company culture. Fitting into that culture and being able to perform well within it is also highly important to many hiring managers. It can be risky for businesses to hire a candidate, despite what the resume might indicate, without knowing if their skills or personality fit the demand. If a client is on the fence about hiring a specific candidate, it’s best to discuss their concerns and explain how temp to perm can help. 

Needs of the Client

First, start by asking what the client’s needs are for the position. It’s common for businesses to write a list of requirements without actually prioritizing them. When you’re dealing with special skills or particular conditions, prioritization is critical. Ask your client to indicate their highest priorities first and separate them from desired abilities that are just nice to have. It’s helpful for both you and the client to understand the crucial skills of getting the job done. 

Concerns About the Candidate

Next, discuss how your client feels about the candidate in question. There is some hesitation, so invite them to elaborate. This is where you can understand their true objection. When addressing the concerns, ask if the applicant can learn or demonstrate their knowledge and skills while on the job. Sometimes what’s on paper doesn’t give us the entire story. For some positions, it’s helpful to see how an applicant completes a task rather than just hear about their work ethic. It’s common to ask candidates to complete paid tests before extending a contract, and this is one way to do just that.  

Contract to Hire

Lastly, ask your client what would make them feel more comfortable with the candidate. An excellent suggestion is contract staffing, as noted above. By hiring the candidate temporarily, your client can see first-hand if the applicant is a good match — which, hopefully, they will be! You, as a recruiter, can provide the best candidate possible because you have the client’s particular needs and concerns in mind.