It's not a mean message. You leave it in a professional and courteous tone. But you are drawing boundaries. We train other people on how to treat us, and if we don't say something, we are telling them that they can disrespect us and walk all over us, that it's okay to do it. Plus, I don’t really care at this point. Are they what you would consider a partner in the process and a good client if they’re not returning calls? You’re already not getting business from them, so what does it matter? If they get mad, then they can get mad at some other recruiter who’s going to waste their time turning over rocks trying to feed a monkey that isn’t even hungry anymore. Why would a client get mad if (a) you’ve covered the market and have brought them three possible solutions to their problem and (b) you’ve left the professional courtesy of three messages with nary a return phone call? Seriously, I doubt a client will get mad. More than likely, they’ll be embarrassed. It’s not like you’re trying to guilt-trip them into compliance. You’re just giving them a deadline.

Always assume the benefit of the doubt and respond gracefully when they do call you back. If the client is busy and slow to respond, then you need to address this issue. “Bob, I understand you’re busy. But I want you to know that I pace the rhythm of my search work based on the priorities of my clients, and if it doesn’t seem like a priority to you, then I can’t make it one as well. But if it is, then I’ll put you at the very front burner of my desk. All I ask for in return (principle of reciprocity) is that you return my calls on the same day or the next day. That’s because (always say because to increase compliance) the only time I’ll ever need to talk to you is if (1) I need more information on the search, and (2) I have a candidate with an expiration date who can solve your problem, and I would really hate for you to lose out on someone so rare and valuable (principle of scarcity). Are you okay with that, Bob?” Always tell people why it will benefit them to increase the probabilities of compliance. And in this phrasing, the reasons for them to call you back are all about them, them, them, not you, you, you. They don’t care if you might lose out on a fee. They don’t care about your manager breathing down your back so don’t even go there with them. Go there with how their quick response will benefit them.

Remember that the recruiting game is a game of probabilities and is more about influence than control. Client control and candidate control are myths in the business and if anyone tells you that you should control other people like your clients and candidates, then they probably don't have many loyal clients and candidates and probably don't even have any loyal friends if they think of people like this. Leverage these principles to your advantage and see how easier it is to lead your clients through the process which ultimately benefits them.

Copyright (c) 2009 Scott Love
Scott Love improves recruiter performance by getting recruiters to think at a higher level, to develop a better strategy, to master recruiting tactics, and to develop better work habits. He has created a simple step-by-step system of recruiting success that is replicable. Nearly 2,500 search firms and staffing agencies from sixteen countries have invested in his training tools. Visit his website for free videos, training tools, free downloads, and articles at www.GreatRecruiterTraining.com