It is rare for me to work with candidates who lack experience
working with recruiters. After 16 years in the executive search
business most of my work is with senior executives who know the drill.
However, from time to time I am asked to perform a lower level search to
help a client. In those cases I work with candidates who may not have
worked with an Executive Recruiter. The vast majority of these folks
are interested in learning how the process works and how to work most
effectively with me. Instinctively, they know that I am there to
broker the transaction and to help them to the extent that I can. There
are times when the candidate is unable or unwilling to work within the
system. Invariably, those candidates fail to land the job. In fact,
they tarnish their reputations with the client and with me.
Probably
the most egregious example of a candidate's bad behavior is going
around the recruiter, contacting the client directly, an end run so to
speak. In my Executive Search career, I have only had three candidates
try to bypass me to ingratiate himself into the mix. In every case it
ended poorly for the candidate. My first incident was working on a
search for a Corporate Director of Taxation. One of my candidates was
not forthcoming with important background information so I put him on
hold. I advised him that I could not move him forward in the process
until he provided the required information. This candidate became
incensed and actually told me that he would be contacting the client
directly. So, with that information I gave my client a heads-up.
Predictably the candidate embarrassed himself and was eliminated from
consideration. Actually, the situation further enhanced my relationship
with the client as they appreciated my judgment and communication. The
second situation was somewhat similar, except for the fact that the
candidate did not come close to fitting the client's profile. Again,
the results were predictable.
The most recent situation was a
little different, but the results were the same. This candidate was
qualified to do the job and was in the queue. We had several steps yet
to complete before I could present him to the client. I needed to do
an in-depth phone interview to fully understand his background and
capabilities to be followed by a face to face meeting. Unfortunately
the process was not moving along fast enough to suit this guy. He
thought I was deliberately blocking him. So, this candidate executes his
end run contacting multiple employees, via phone and email including
the hiring manager. I knew that he had a contact inside the company but
it was not a strong enough connection to really help him. His behavior
was viewed as unprofessional and unwarranted. He disqualified himself
as the client decided that he was a poor cultural fit. If he had worked
with me, the outcome may have been different. He clearly did not
appreciate the strength of my relationship with the client.
In
each case the candidate failed to understand or appreciate my bond with
the client. When a client hires a recruiter they do so with great
care. The recruiting and selection process is critical to the client
and full of risk. There is a significant level of trust between the
client and the recruiter. There must be! The stakes are too great.
The client looks to the recruiter to manage the process in an effective
and efficient manner that reflects well on the client's brand. In
support of this goal, before I begin a search I get clear direction from
the client as to the job requirements, the experience required, and the
skill sets they want to see in a candidate. We also become aligned as
to the client's culture. I design my searches to ensure that the
candidate can do the job, will do the job, and will be a harmonious fit
with the client's culture. It is not in my best interest to eliminated
a candidate that meets all of the client's criteria. Likewise, it is
not in my best interest to move an unqualified candidate forward. My
work reflects on my credibility and on-going relationship with the
client.
If a recruiter contacts you with an opportunity which you
decide to pursue, your responsibility is to work within the parameters
established by the recruiter.
You may or may not like the recruiter
but the recruiter is driving the bus. Your job is to be a good
passenger and enable him to get to the required destination. One must
understand that circumventing the recruiter is a high risk proposition
that seldom ends well for the candidate.
Thank you for visiting my blog.
Your feedback helps me continue to publish articles that you want to
read. Your input is very important to me so please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com
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