In regards to the candidate interaction, the recruiter’s honesty and genuineness will be critical to the success of a candidate finding the right role. While recruiters are encouraging candidates to remain optimistic throughout the job search, it’s important that recruiters articulate to candidates that the knowledge and advice they offer is backed by previous experience with similar circumstances, and is always in the best interest of the candidate. This helps strengthen the relationship if candidates know a recruiter’s frankness is in good faith.
Coaching candidates from start to finish will be an important aspect in the relationship. This coaching can include, but is not limited to, resume critiquing and advising them when it needs polishing if no one else has helped them in this area.
Another area where recruiters can coach candidates is when recruiters have identified a mismatch for a role based on their background and skill sets, what the candidate is looking for, and what the candidate says during screening, rather than sending them to an interview with a hiring manager simply because the hiring manager is waiting on candidates to interview.
In cases where there is a mismatch, you can identify other available opportunities that are a better match and provide reasons why it is a better match. In addition to that, recruiters should be coaching candidates on what to say and what not to say, during interviews so they are well-polished and increase their chances of landing a job. Although this may take some additional work for the candidates, they will appreciate you identifying their weaknesses so they can address them – ultimately giving them a better shot at finding the right role.