QUESTION: How do you recommend selling against the internal recruiter objection? “We are getting big candidates from our internal recruiters and referrals and are not using outside recruiters currently.” I am hearing this on a high percentage of my calls. They are hiring but not going for outside help.
Exploring the Internal Recruiter Objection: Where Are Their Candidates Coming From?
I want to lean into that energy, so I do not want to argue with them or provide an alternative solution. I want to dig deeper. One, am I getting that from human resources or directly from the hiring manager? Let me assume, for hiring sake, directly from the hiring manager.
I would be like, “That is fantastic. You have seen a crack in the talent market that has not been available in the last three or four years.”
They are like, “Yeah. We are seeing some really good people.”
Then I go, “I am just curious. What are the sources? Is it their postings? Do they have an internal recruiter team that is turning over people?”
This is where you get to uncover how they’re sourcing candidates.
Are they relying solely on job postings? Are their internal recruiters bringing in people they can hire quickly? What happens when things slow down? As the market changes and becomes more competitive, will they still be able to find the best talent from those sources?
Positioning Yourself as a Low-Risk Option in the Face of the Internal Recruiter Objection
When they go, “I am not going for outside help,” my response would be, “Is it more important that you save a fee or hire the best available person on the market?”
Once I uncover their sources, I want to ask, “For the sake of $25,000, $30,000, or $35,000, if there was a better person available and you didn’t know of them because they weren’t surfaced by the sources you mentioned, is that still a wise business decision?”
Now, you’re probably not going to get a retainer on this, but there’s a good opportunity to present a low-risk solution. If you’re working in a contingency model, you might still be able to negotiate an exclusive agreement.
You can say, “Look, I’m willing to compete with your internal sources, and it will cost you nothing to talk to my candidates.”
This presents a win-win for the client: they get access to potentially better talent without committing to any upfront costs.
What If The Real Problem Isn’t Objections — But How You Handle Them?
Recruiters are Idiots — And I Can Prove It
Offering a Free Candidate Comparison to Counter the Internal Recruiter Objection
I would do this a lot of times, especially with new clients or those in situations where the talent pool is a bit smaller. During a slowdown, we often need to compromise on the exact quality of candidates we’re looking for, but we still want to ensure we’re seeing the best of what’s available.
So, when a client says they’re seeing “good” candidates, you need to ask: Are they seeing the best candidates?
Here’s where you can offer something of value. I would propose something like, “Let me do some research and put together a slate of two or three candidates to compare with the ones you’re currently seeing internally. If you’ve already identified some candidates, feel free to send me their names. I won’t approach them, and I won’t interfere with what you’re doing in the marketplace. I’ll just compare what I find with what you already have. It’s free. I’m going to do this for you at no charge.”
This presents no risk to the client but gives them the opportunity to see if there’s a better candidate out there. And, of course, they still retain full control over the process. If the best candidates are the ones they’re seeing internally, that’s fine – they’ve gained a comparison at no cost.
Validating the Internal Recruiter Objection: Are They Really Seeing the Best Talent?
Now, if you’re getting resistance from HR rather than the hiring manager, you have a different challenge. HR is often focused on budget and trying to save on recruitment fees, so their position may not accurately reflect the reality on the ground when it comes to hiring.
If HR is telling you they’re not using external recruiters because the internal process is working, I would suggest following up with the hiring manager directly to validate this. I would say something like, “I was speaking with Joe from HR, and he mentioned you’re not looking for external help. Is that true in your hiring domain? Are you really seeing the level and volume of candidates you’re confident in making rapid, quality hiring decisions?”
If they agree and feel comfortable with their candidates, you’ve got your answer. But if they admit they’re not getting the caliber of candidates they want, you’ve got an opening to present your services.
Making the Business Case for Hiring Through a Recruiter Despite the Internal Recruiter Objection
One common objection that comes up is when the company has two candidates and they prefer one over the other, but they’re reluctant to pay a fee for the “preferred” candidate if the other candidate has no fee attached. Some recruiters believe that the fee-free candidate will win out, but in my experience, that’s rarely the case.
Once a client sees a candidate they love, they’ll generally find ways to justify paying the fee. This is where the “puppy dog close” comes in – when clients fall in love with a candidate, they’re willing to go the extra mile to make it work, even if it involves paying the fee. At the start of the process, it’s theoretical. But once they see the right person, they’re much less likely to care about the fee.
P.S. Whenever you’re ready… here are 4 ways I can help you grow your recruitment business:
1. Grab a free copy of my Retainer Blueprint
It’s the exact, step-by-step process of getting clients to give you money upfront. https://get.therecruiteru.com/lm
2. Join the Recruiter Think Tank and connect with firm owners who are scaling, too. It’s our Facebook community where smart recruiters learn to make more money and get more freedom. https://www.facebook.com/groups/there…
3. Join me at: Recruiters are Idiots… And I Can Prove It
If you’ve ever said “I just need a few more job orders” or blamed ghosting on bad luck, this webinar is your wake-up call.
Watch Your FREE Recording Here: https://www.dropbox.com/scl/fo/7frqh1o8o0dvflm6fg2gz/AH2yAsyEv564SGp7g6fYixE?rlkey=u9h76ndwvuny8t1q7xwavndcx&st=c5kbhgj9&dl=0
4. Work with me and my team privately
And if you ever want to get some 1:1 help, we can jump on the phone for a quick call and brainstorm how to get you more leads, more placements, and more time. https://get.therecruiteru.com/scale-now
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