The hard truth is — many third-party vendors can’t be trusted. The horror stories of untrustworthy vendors sending less-than-qualified applicants are real. Miscommunication and a lack of clarity in the process have led to wasted time, lost money, and even a loss of clients.
We know it, and you’ve potentially experienced it.
Topping off the horror stories is the complicated nature of H1-B visas and other regulatory work legislations. The moment you feel confident and ready to comply, something else is changing.
The good news is — your future of working with third-party vendors doesn’t have to look so dim. In reality, when you find a way to build trusted relationships, third-party vendors become a valuable extension of your team. Building momentum to nurture these positive relationships must be done with intention and strategy. Here’s how:
Begin with trust
It’s challenging to begin third-party vendor relationships with trust. But starting a relationship with mistrust is like building a tower on a cracked foundation. The damage is there from the beginning, making it nearly impossible to strengthen anything that comes after.
Genuine relationships must start with a clean slate and an open mind. Give vendors the benefit of the doubt from day one. Listen to how they can increase your placements and focus on their stories of success.
Develop mutually beneficial relationships
Recruiters, staffing pros, and third-party vendors all have the same goal — to place candidates in positions where they’ll succeed. When a relationship is built on trust, it’s easier to see those mutual interests. Consequently, when mutual interests are recognized, respect has space to evolve.
Stop viewing your recruitment goals as more important than third-party vendors. Adjust your mindset to seeing how your recruitment goals and third-party vendors’ recruitment goals are the same.
Maintaining a mutually beneficial relationship starts with openly flowing communication. Send requisition updates, detailed requirements, and information on qualifications as the information becomes available to you.
When you offer clear communication, third-party vendors appreciate the transfer of information. In return, they have real-time knowledge to send qualified candidates your way in a timely manner.
Address issues directly and immediately
To build trusted relationships, you must track vendors to keep a tab on arising situations. Without proper attention you lose insight into the relationship, leaving room for some vendors to sell you short without any recourse.
Tracking vendors, with tools like our vendor management system, promotes trust. Third-party vendors understand they’re being tracked and accept it as a means to earn your trust. When incidents do arise, such as resume embellishing or ‘bait and switch’ interview tactics, address them directly and immediately.
The iLabor platform, for example, allows you to file incidents with third-party vendors, placing them on a probationary period. Based on a timeline you find appropriate, vendors are banned from submitting and receiving requisitions from your staffing firm. If you feel the vendor deserves another chance, you can allow them to begin working with your team again.
Always look for ways to improve
Building trusting relationships is about both parties. Third-party vendors aren’t the only ones who need to nurture the relationship effectively.
Look for ways to improve your recruitment and staffing strategies:
- Are you clear about your goals?
- Do third-party vendors understand exactly what you need and expect from them?
- Are you responding in a respectful and timely manner?
Then, track your progress. After improving internal third-party vendor strategies, look at the quality of candidates coming from vendors and the number of placements that have resulted from those relationships.
What challenges do you face when building relationships with third-party vendors?