As agency recruiters, our main focus is on servicing our clients and making placements. However, there are times when we may encounter bad clients or job orders that make us question whether it’s worth continuing the relationship. In today’s competitive market with declining opportunities and lower margins, the question arises – is it ever okay to walk away from a client? The answer may surprise you.

While it may seem counterintuitive to turn down business in a tough market, sometimes it’s necessary for the long-term success of your recruiting business. Focusing on quality over quantity can lead to better results in the long run. If a client consistently provides bad job orders or treats you poorly, it may be time to walk away. Your time and energy are valuable resources that should be spent on clients who appreciate your efforts and provide quality opportunities.

6 Red Flags that indicate your client may need to be fired:

1. One clear sign that it may be time to fire a client is when they keep changing the job requirements. When your client continues to alter the criteria for the position after you have already confirmed them, it can lead to confusion and frustration for both parties. As a recruiter, you should have clear communication with your clients from the beginning of the recruiting process in order to fully understand their needs. If your client cannot stick to the agreed-upon requirements, it may be best to part ways.
2. Another indication that it’s time to fire a client is if they consistently reject candidates who meet their specified profile. If you are submitting candidates who align perfectly with what your client is looking for and they continue to turn them down, it can be a waste of your time and resources. As an independent recruiter, your goal is to find qualified candidates who meet your client’s needs. If they are unwilling or unable to see the value in these candidates, it may be best to cut ties.
3. Communication is key in any successful business relationship, including between recruiters and clients. If your client stops responding to your messages or calls during the recruiting process, it can be a major red flag. Without open lines of communication, you cannot effectively do your job as a recruiter. If your efforts are met with silence from the client end, it may be time to reevaluate the partnership.
4. In some cases, clients may exhibit disrespectful or unprofessional behavior towards you as a recruiter. This can include belittling comments, unrealistic demands, or constant micromanaging throughout the process. As an independent recruiter, you deserve respect and professionalism from all clients you work with. If a client continually crosses boundaries or treats you poorly, it may indicate that this partnership is not worth pursuing.
5. Dealing with clients who have unrealistic expectations can be challenging. Whether it’s a search for the impossible or budget constraints far below market rates, educating the client is key. Engage in candid discussions to align on realistic outcomes. While it may risk losing business, setting clear expectations early on can save time and preserve integrity. Remember, it’s better to part ways amicably than to make promises you can’t keep.
6. Though a client may indicate you are on a Preferred Supplier List (PSL), that can be misleading. Some lists may accommodate a large number of agencies that dilute opportunities and hinder relationship building. It’s crucial for recruiters to prioritize engagements with clients who value partnership and limit agency competition to foster meaningful connections and successful placements.

As an independent recruiter, firing a client is never an easy decision but sometimes necessary for the sake of your business and reputation. By being aware of red flags such as changing job requirements, rejecting qualified candidates, lack of communication, and disrespectful behavior from clients; you can make informed decisions about when it’s time to cut ties. Remember that quality relationships with clients are essential in recruiting success and sometimes letting go of one problematic client can open up opportunities for better partnerships in the future.

It takes a lot of time and filled job orders for a recruiter to develop a good client relationship – as a recruiter, you must produce results, build trust and be dependable for your clients. But a relationship is a two-way street and it takes more than an employer saying “just find me this candidate” and paying you a fee to cultivate a successful business partnership.

The client has a huge role in getting the job order filled as well, and can’t just take the back seat. They must make time to discuss the requirement with you, provide thorough candidate feedback, have an efficient hiring process, and respect the fee structure.

Here are 5 common problems with clients that recruiters face, and how to address them: Read the rest of this entry »

After my birthday this year, I sent out ‘Thank You’ notes, like my mom taught me to do growing up.  It’s kind of a lost art – Social media, texting and email are the status quo now, and granted it’s much easier (and saves you the cost of a postage stamp)… But if the recipient gets just another email in their inbox (or worse, spam folder), they may miss it. A handwritten thank you note, on the other hand, commands attention. People notice thank you notes. People remember you because of them. That’s why recruiters often tell their candidates they should send a Thank You note to the hiring manager after an interview. It’s important to remember that it’s the little things that mean a lot. Good customer service is what builds good relationships with clients (and candidates) and keeps them coming back. Read the rest of this entry »

It takes a lot of time and filled job orders for a recruiter to develop a good relationship with a client – as a recruiter, you must produce results, build trust and be dependable for your clients. But a relationship is a two-way street and it takes more than an employer saying “just find me this candidate” and paying you a fee to cultivate a successful business partnership.

The client has a huge role in getting the job order filled as well, and can’t just take the back seat. They must make time to discuss the requirement with you, provide thorough candidate feedback, have an efficient hiring process, and respect the fee structure.

Here are 5 common problems with clients that recruiters face: Read the rest of this entry »

Today’s post is courtesy of guest blogger Kimberley Chesney. Kimberley is the owner of Prime Management Group in Canada, with offices in London and Kitchener (Ontario). Kimberley is a long-time volunteer for NPAworldwide, currently serving as Immediate Past Chair of our Board of Directors.

In the world of contingency recruiting, nothing is more frustrating than working so hard to find excellent candidates and then having your client go silent. Anyone reading this that has done third-party contingency recruiting will understand what I am talking about.

Here’s the scenario. You have done business with this client for many, many years. You have watched people come and go and you have always been able to defend some of their misguided reputation by explaining to candidates that they are going to change.

You have put up with “hurry up and wait” and have had candidates in holding patterns only to find that they accepted other opportunities because they too got frustrated about the so-called “opportunity of a lifetime.” You have listened to your contacts within the company complain about things and yet you remain patient, concerned and devoted to this long-time client.

Then it happens…You lose out on one, two, three or more placements because of delays.

You don’t receive any response after submitting a resume. You don’t receive the long-awaited feedback after an interview you arranged (after receiving the request less than 12 hours before the proposed interview time). You receive excuses (finally after trying to contact your client numerous times) about the delay. However, you do not receive any valuable information to share with your candidate in order to keep them in a holding pattern.

Finally, you have had enough and you remember that YOU are in control of what you will or will not put up with. You can make the decision to either wait it out or speak up.

Don’t misinterpret what I am saying here… no one wants to “fire” a client so you really have to assess the overall risk before you make that call.

One of the things you should NEVER compromise is YOUR own reputation and that of the recruitment company you work for. If you are enduring long bouts of silence regarding your work and this isn’t justified, candidates start questioning YOUR integrity – especially when you are the one who has to make excuses for your client.

When you finally make this difficult, yet powerful, decision you will have NOTHING to lose and everything to gain.

Many times, clients just don’t “get” what we do. They don’t have to, because they pay our fees to “put up” with their inconsistency. However it is up to you to educate them and explain that their silence and non-committal actions are causing their reputation to suffer. In addition, you need to explain that you will not have your own reputation suffer because of their lack of consideration.

Recently, we “fired” a client. It had a profound affect. The client simply didn’t understand what all the fuss was about and ended up apologizing and, more importantly, stopped the bottle neck and proceeded to interview and prepare offers for two different positions!

Talk about a win-win-win… Candidate happy, client happy and most importantly we were happy!

Take a look at what you are wasting your time on and see if you should be firing your “best” client.

Good Luck!