How to maintain good relationships to clients and candidates

Working in a recruitment agency is challenging. Here in Indonesia, everyday more and more recruitment agency is made making this industry more competitive with more and more industries competing to be the best, and the only best. With more agencies being established, it’s getting harder for one company to get a client. But what is harder is that how to maintain its existing client, as well as the high quality and skilled candidate they have in their database.

We all know as a recruitment consultant that companies would rather hire agency with lower recruitment fee and thinking that the candidate they get would be great. But hey, great candidates come with great price. You don’t see Louis Vuitton having a sale, like ever! It’s because they know their quality, as well as what their markets want.

Back to the recruiting world, what I meant by the above paragraph is that with high price comes high quality placements. Especially in executive search and head hunt, most high quality candidates are already in work, so how do we persuade them? Well, there are 2 types of persuasion: positive persuasion and negative persuasion.

Positive persuasion is when we try to persuade the candidate truthfully and principal based for example if we are offering a position in which the salary is below the candidate’s expectation, we need to tell the truth because this is where our persuasive technique comes to play. We could say “but with this position you could have the possibilities to be promoted” or the benefits that come with the position.

Negative persuasion is when we are persuading the candidate by lying, and getting their hopes up when in reality the truth is just not that good. For example if the salary is beyond the candidates expectation we just lie that is is above his/her expectation so that they’d be interested in the job and want to apply.

If that step is done, and the candidate is placed in a client’s company, how do we maintain relationships with client as well as our database of candidates?

To maintain a relationship with client is actually simple. Doing it is hard. The number 1 thing that we should always do is HONESTY. If you are real to them they will be real to you. In other words, no one’s time is being wasted. Same thing goes for dealing with a candidate. Be honest with them. Don’t get their hopes up, if they find out your not being honest, it will be hard to get a candidate for future posisitons.

Give them a call once in a while if a candidate has been placed, or email them a report once a week if we are still recruiting for them, so they know we have not forgotten about them, and that we are not wasting their time. And also give the candidate a call at least once per 3 months just to let them know that you have not forgotten about them also. New environment and new job could be overwhelming to certain people. Make that extra mile and be their friend rather than their recruiter.

Listen. Most people hear a conversation but don’t listen. This could potentially harm a relationship between agency and client as well as candidates.

Sharing is caring. As recruiters, we ask a lot of information from both our clients and candidates.  It is only fair that we allow some information about ourselves into conversations.  For example, if it is mentioned that a client or candidate has a dog, I typically will ask questions about the dog and mention that I also have a dog. Whenever you can find some common interest between yourself and someone else, it can quickly develop a common bond that you may not have had previously. The key thing to remember here is NOT to be afraid to share some information about you.

Go the extra mile. There will be times that we’ll have to make a decision on when to adjust our core offerings for the client’s needs. By doing this, clients remember the times you came through for them and it may open up additional revenue streams and new product offerings you had not previously considered. This goes for the candidate too. They will remember us if we help them or reply to their email when they ask about job openings. This creates a sense of care.

Treat every client like our most important one. Happy clients are more likely to make continuous referrals. We need to provide our clients with our best service regardless whether or not they are small or big company, MNC or just local. Small company could be big tomorrow. The same goes for our candidate. An office boy could be the director tomorrow.

This isn’t really a step. It should have been present from the beginning through the introduction process, kick-off meeting, emails and phone calls, and project transitions.  It is much easier to talk about something before it happens, than to talk about how to fix something after it happens.

Be proactive!  We need to remember that our clients are human beings just like us.  Sometimes they will have a bad day, sometimes they will forget deadlines or meetings, sometimes they will mess something up and it’s ok because we do too, we’re all just human.  As long as there has been a strong foundation of communication throughout the process everything should be alright.  You can always reschedule meetings and make new deadlines; you cannot, however, gain trust or active and willing participation from a client if all you do is send boiler plate emails and not engage the human side of the relationship.


Shaqira Hanim

Recruitment Consultant

Posted in Recruitment Service Indonesia | Leave a comment

Recruitment Firm Indonesia

Indonesia is one of the fastest growing Countries in South East Asia. Blessed with abundance of Rich Natural Sources, beginning of economy and political stability and coupled with more than 50% of its population are in still in their productive age, Indonesia has become a magnet for entrepreneurs and large multinational corporates alike. Along with Indonesia’s positive economic growth, a large number of work opportunities are created. This requires an equally large workforce to fulfil these newly created opportunities to establish and sustain businesses that sprout in Indonesia for the last 10 – 20 years.


Plenty of these businesses set up offices in Indonesia and no doubt recruitment is a necessity. Although it seems straight forward, recruitment process has been known to be lengthy, cyclical and exhausting immense effort. This takes valuable time and effort from a Company’s workforce to perform an activity that is not their core business. This is where Recruitment Firms in Indonesia come into play. Recruitment firms in Indonesia offer their recruitment service and work together with companies to source the right candidate to join their team. Recruitment firms take away the endless profile sorting, CV reviews, initial engagement and interviews of various candidates to narrow them down to just a handful for the Client to choose from. This has not only greatly shortened the recruitment process, but also ensures that the existing valuable workforce is concentrating on their doing their core business.


Currently, there are easily more than 20 recruitment firms in Indonesia. They vary from local Indonesian to multinational recruitment firms. Their services also vary from providing strict recruitment service in Indonesia to psychotest, management consulting and outsourcing. One must wonder how to select the best recruitment firm that fulfils their recruitment requirement.


Keys to select the right recruitment firm for your recruitment need, do check:

  • 1. The management of the recruitment firm. Plenty of recruitment firms in Indonesia have managements that do not have prior / previous experience in recruitment. Do always check!
  • 2. The recruitment firm’s expertise. Do they specialize in executive (such as managerial, Director, C-level ) level positions or low level positions / outsourcing.
  • 3. The recruitment firm’s service fee . Current service fee in the market is 25%.  Of course for a client, the lower service fee is better. Just like the saying “you get what you paid for” will also ring true. More often, the quality of candidate being supplied will not be up to par. We often have clients that re-approached us because they were unsatisfied with using lower fee firms.
  • 4. The recruitment firm’s commitment and guarantee. A good recruitment firm will always be committed to their client. This means that the firm will provide their best service to the client to assist in client’s recruitment needs and also ensure confidentiality between firm and client is upheld at all times. A good recruitment firm will also provide a guarantee for their supplied candidates to maintain Client’s satisfaction.
  • 5. The recruitment firm’s professionalism. A good recruitment firm will perform their service in totality to ensure that every possible loop holes or obstacles that may exist whilst recruiting the right candidate for the Client is closed or mitigated.


Obed Caleb,

Director of Presley Consulting

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What makes one Headhunter different from another?

This year, I considered Indonesia as a hot market for investors and a good year for recruitment industry overall, thus high demand in particular and specific job openings.

It will be definitely remaining as a hot market for the next few years. As a headhunter working in Executive Search Agency in Jakarta, I can see more newcomers (Executive search agencies) are coming in to bring their game in this recruitment playground competing to be the best executive search agencies in the market.

This is a very good news for our industry, as we are all strive to give better service to our clients as the industry has became more competitive than ever.

Old players and newcomers are bringing in their game in order to score and ultimately becoming one of the best in this recruitment game.

What really makes the difference between one and another is the ‘HEART’. With this being said, I would like quote one of the most memorable quotes from the movie, ‘Jerry Maguire’.

Dicky Fox said, “The key to this business is personal relationships.”

I agreed 100%. Most headhunters are too focused on making placements but overlooked at the personal relationships.

I am sure that the cutting edge in this industry is really in the personal relationship built between both clients and candidates. When we show heart and taking a good care of our clients and candidates at the same time, we will ultimately win the game and make good placements for a long time.


Beny Djohan

Co Founder Presley Consulting

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Why use Headhunter/Recruitment agency services?

Most companies have their own Human Resources to do their recruitment, if so, why bother using any headhunters’ services?

I would say that there is no difference at all unless for one thing, the time value that you saved by paying the placement fee to the headhunter.

Time value means you let the headhunter or recruitment agency to do all the recruitment process so that the Human Resources people can be more effective in doing their day to day job.

As we all know, that recruiting process is an extremely long process starting from identifying the job opening, preparing job description and person specification, advertising the vacancy, manage the response, short-listing, arranging interviews, to decision making/offers. When your Human resources is not performing up to your expectation as a user/business owner/leader in recruiting the right candidate in a timely manner, then it is time to ask for headhunters’ help.

In Indonesia, especially when now is the candidates’ driven market, it is harder to find a suitable candidate with the right value. For some executive positions, there are only so many quality candidates available in the market, and the bad news is, they are not actively looking for a job.

This is when a headhunter comes in handy, we represent your company and do all the process as mentioned before and there are few value added points by using Headhunter. Headhunter could assist the client in managing candidates’ expectations under the condition that the communication and trust are greatly practice by both headhunter and the client itself.

Even though there is no guarantee, but most of the time, using headhunter will speed up the shortlisting time therefore saving time in hiring the right candidate and saving cost as well. Some companies are reluctant to pay the placement fee to the Headhunter/recruitment agency, which the market price is currently between 18-25% of annual remuneration, with the mindset that the internal human resources would be able to do the job.

However, this is actually more costly to let you Human resources ‘dwell’ with the recruitment process while they still have their day to day operation task which would be affected by the time spend on the recruiting itself. The other cost would be using the old fashioned way of advertising the job openings such as newspaper ad or any other paid advertisements, while the headhunters usually already have access to those sources.

Headhunters know who is available in the market depending on the job position therefore they can source the candidate faster. In an extreme example, where a company is currently looking for a Sales Director position that needs to be filled in 1-2 months at the latest and they are expecting the Human Resources to find the candidate but end up not to be able to fill that position after several months. That is a huge lost to a company comparing to spend on the Headhunter service and fill that position, let say in 2 months where a great Sales Director would immediately start generating revenue to your company. Time value is usually forgotten by most companies.

Be smart in choosing your Headhunter. Set a meeting with your headhunter and get a chemistry check while discussing with them how their services would assist you. You want to work with a person you could trust, feel comfortable and expect a great service in the process; this is a service business after all. Good luck in searching the right candidate and Happy Hunting!

Beny Djohan
- a professional recruitment consultant.

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