---
esco_uri: http://data.europa.eu/esco/skill/50181a4b-1cfd-4fbd-ac9a-c1a494b9c5d0
esco_label: "implement customer follow-up"
relation: optional
onet_soc: 13-1071.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# implement customer follow-up — Recruiter

For a Recruiter, 'implementing customer follow-up' isn’t about *selling* anything after a placement – it’s about nurturing relationships with both the hiring manager (the ‘customer’) and the placed candidate. Daily this means proactively checking in at 30/60/90 day marks post-start to gauge how things are going. Are expectations being met? Is the candidate thriving? Is the manager satisfied with performance? It’s about gathering feedback, addressing early issues *before* they become retention problems, and demonstrating you care beyond just filling the role.

Typical tasks include setting reminders in your ATS (Applicant Tracking System) like Workday, Greenhouse or Lever to trigger these check-ins. You'll use email, phone calls, or even quick video chats. Good recruiters don’t just ask ‘Is everything okay?’ but probe with specific questions: 'How is [candidate] integrating into the team?', 'Are there any unexpected challenges they are facing?', 'What support can we offer to ensure their continued success?'. Documenting this feedback *within* your ATS is crucial – it builds a history for future placements and demonstrates value.

A common pitfall is treating follow-up as an afterthought. If you only reach out when there’s a problem, it feels reactive instead of proactive. Another is failing to act on the feedback received; collecting data is useless if you don't share insights with relevant parties (e.g., flagging training needs or potential cultural mismatches). Ignoring negative feedback can lead to lost business from that hiring manager and damage your reputation.

What 'good' looks like is a consistently high satisfaction rate from both sides, evidenced by repeat business from the client and positive candidate referrals. It’s building trust so hiring managers see you as a partner in talent acquisition, not just an order-taker. Strong follow-up data also allows you to refine your sourcing strategies – understanding *why* placements succeed or fail is invaluable for improving future results.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
