Managing clients

For a recruitment firm - the client is king. The revenue is dependent on the client.
In the case of a small recruitment firm the client is almost God - because the firm has in most cases only one client.

Sustaining such relationships are critical to the Recruitment firm.

Some basic rules that one needs to keep in mind

1. The client is not necessarily always right: but this does not mean that you have to accuse him. You can always tell him why he is not right ....gently....
Being assertive is important but not aggressive.
For example when a client rejects a resume on some trivial ground - its frustrating for the recruiting firm who know that their client has just committed hara-kiri

In such circumstances using tact is very important. This means having done your home work.
Explain the reasons why you think that the candidate is good....summarise individual skills and also summarise the constraints of the market - meaning what is the next best choice that exist.
Provide reference of other reputed companies with whom he has interviewed and has been offered...!
Give references of individuals in the industry who have referred him
And lastly go over the specs of the job description underlying the mandatory aspects of the candidate profile.

All of this will set the client thinking again.

Do not resort to mere pressure tactics ..such as "take him" "he is the best" "it is very difficult to get another candidate" "it will take a lot of time to find someone else like him"
clients are not impressed by excuses.
They are considered to be mere short cuts that the consultant wants to take.
Avoid creating such a perception