Let’s be honest—getting clients to recruit the right way can feel like herding cats. You know the drill. You have the expertise, the plan, and the process that works. But sometimes, getting clients on board feels like convincing a toddler that broccoli is delicious.
Any of these scenarios familiar to you?
Client “I don’t have time to see you but flick me some CV’s and if any of them are good we’ll use you again.” Ouch!
Client “I have an urgent role to fill, please send me candidates as soon as you can.” You find the candidates, submit them and then it’s like the client drops off the face of the earth. I call this the “hurry up and wait dance”, it’s a fee killer.
You submit a candidate and the client says “Oh thank you, we already know this person, they are on our database so we’ll take it from here.”
Instead of giving you as much information about the role to help you fill their position they seemingly create roadblocks between yourself and the hiring manager because they are “too busy” to spend 30 minutes with you.
These are all stark indicators of clients who don’t understand how recruitment agencies can get the best results for them.
So, how do you motivate clients to follow the path you know leads to the best hires? Let’s dive in.
1. Set the Stage from the Start
You know your recruitment process is solid. But your client? They might be tempted to take shortcuts. It’s on you to guide them from the beginning.
Start with a non-negotiable: the job brief. And not just a surface-level chat. I’m talking a deep-dive conversation that gets to the heart of what they really need—beyond the job description.
Explain why this matters. The better your understanding, the sharper your shortlist. The sharper the shortlist, the less time your client wastes interviewing the wrong candidates. Simple, right?
Plus, you’re building trust. You’re showing them that you’re invested in finding the right person, not just anyone who checks a few boxes.
2. Keep Communication Flowing
Ever had a client ghost you when you’re trying to discuss candidates? Frustrating, isn’t it? But here’s the thing: communication is your secret weapon.
Get your clients used to quick, efficient chats about candidates. It doesn’t have to be a formal meeting—just a 10-minute call to talk through why you’ve chosen certain people. This keeps everyone aligned and makes clients feel involved (without drowning them in details).
Plus, it gives you the chance to sell the candidate’s strengths. Remember, a resume only tells part of the story. You’re there to tell the rest.
3. Book Interviews in Advance
Great candidates don’t hang around. If your client takes two weeks to schedule interviews, chances are, those top candidates will be snapped up elsewhere.
The fix? Pre-book potential interview slots with the client before you even start presenting candidates. This keeps the process moving and sends a clear message to candidates that the client is serious and efficient.
It also positions you as proactive and organized. (And who doesn’t love working with someone like that?)
4. Push for Timely Feedback
Waiting for feedback is painful. It’s painful for you, and it’s even worse for candidates. Delays can cool their enthusiasm, and suddenly your perfect match is looking elsewhere.
Set the expectation upfront: feedback within 24 hours of interviews. Position it as a win-win. Candidates feel valued, and your client stays competitive. Plus, it keeps the process moving—which everyone appreciates.
If clients understand that feedback delays could cost them top talent, they’re much more likely to prioritize it.
5. Clarify Candidate Ownership
This one’s awkward, but it matters. What happens if you present a candidate who’s already in the client’s database but wasn’t being actively considered?
Be clear. If you bring a candidate to their attention who wasn’t already on their radar, your fee applies. You’re not just forwarding resumes—you’re providing expertise, insight, and access to talent they might’ve overlooked.
Having this conversation upfront saves headaches later. It’s all about setting boundaries and ensuring everyone understands the value you bring to the table.
Recruitment isn’t just matching resumes to jobs—it’s about guiding clients through a process that works. Sometimes that means being firm, setting expectations, and reminding them why they hired you. When they follow your lead, they get better results.
So have the honest chats, and show them the smoother path to stellar hires.
You’ve got this!
Cheers to making recruitment easier for everyone!
ALSO… Before I go…
In case you are interested in joining me… I ‘m running my new “Freedom Framework” masterclass next week. (Monday Americas, Tuesday APAC)
If you’re looking for an edge and some business growth inspiration why not join me!
BK
