I have a candidate that is perfect for a position we are working on and after talking to him I discovered he had a position that he did not put on his resume because he "had words" with the Director and only worked there for a few months. The way he got around this is by putting just the years of his employment on his resume and not the months so it doesn't look like there is a gap. I feel obligated to tell my client about this but he does not want me to. I explained to him that many of us have at some point in our careers had a boss that was difficult to deal with and it is better to disclose it up front than to try to cover it up. Would you send this candidate on his way?
Maybe it's because when I was 11 my parents took me against my will to Disney World, and the only thing that could be more embarrassing than walking around with my parents happened. We went on the ride, "It's A Small World After All" and at the halfway point, the machinery...
As 3rd party recruiters, will we be bound by the law in Massachusetts, which now prohibits employers from asking a candidate what their compensation is (prior to an offer being made)?
While I have no doubt what starts in Massachusetts will become the way it is throughout the land, (that whole Boston Tea Party thing seemed to catch on like wildfire back in the day), and at first blush it freaks recruiters out.
For those reading this who don’t know, a bill was passed making it illegal for employers to ask candidates about their current salary before offering them a job. (See article here.) It is a well-intentioned law, however misguided and proof positive that politicians lack real-world biz experience, to create pay equality. The new law will require employers to state a compensation figure up front.
In the real world, of course, this can get messy.
I have a candidate who is active in looking for a new position. He has a job offer on the table with a deadline for his answer. My client expedited its process and met with my candidate the day I presented him. The client is interested but needs to complete a second interview. The candidate would need to delay his response to the other offer for two days. Any suggestions on how the candidate should ask for an extension without losing the "bird in the hand" offer?
It’s a rare occasion that offers come in a neat and organized fashion. Pushing and pulling is a very large part of a recruiter’s job. When an offer is “in hand”, you always run the risk of losing that offer if you don’t accept it within the predetermined amount of time. When the client is ours, and we are extending an offer, we set the expectations that the acceptance is expected within 24 hours. We let the candidate know this before the offer is...
What is your policy on revealing the name of your clients to candidates?
As the war for talent heats up, I am getting more candidates who will not speak with me (or proceed further) until I tell them who the client is. I try to avoid telling them who the client is until they are vetted and ready to be submitted for the position.
Does your policy differ when trying to get referrals?
So some background. A few times over the years, I have been asked by the equity partners in my firm to re-think one of my core beliefs. I pride myself on never being done with learning, and on being able to call myself on my own nonsense. So when they asked me if we could abandon the corporate dress code, and go business casual during the week, and completely casual (don’t get me started, “Are those sweatpants, Joe? Really?”) on Fridays, I fought hard. I said it would affect morale. I said we’d feel less professional and...
Scenario- CEO candidate in final stages of interview process. He gets email from former Director of Board that client has reached out to him for a confidential reference check. It appears that said client is conducting a "blind reference" on our candidate without my or my candidate's knowledge.
I've tried to downplay the significance of this with my candidate but he feels like this is shady practice. I let him know that although I was unaware this group would conduct such references, I've seen it before and it’s just part of them doing their due diligence for such a key role. (I've worked with them on mid/upper level exec searches but never for a CEO role.)
He is very turned off by the concept of reaching out to former colleagues without at least a heads up that they would be conducting references on their own as a final step in the process.
I have reached out to established contacts myself from time to time to get an informal reference but there is...
We recruited a candidate who wants to interview at a "few places" before he/she makes a decision. We have only rolled out one job opportunity so far and have not submitted to client yet...any ideas how to handle this request?
You need to determine whether your candidate's primary decision making is External or Internal. No one is entirely one or the other, but we all have a dominant mode. An external candidate makes decisions based on what he/she can measure, what do they gain, versus what do they lose. In the course of qualifying, you should be able to intuit this: an external person is always asking about compensation, the job location, the benefits... "If I make the move what do they give me that I don't have?"
If you determine your candidate is dominant External, you appeal to their logic and their fear of loss.
"Of course we can wait for other interviews. But you need to understand the risks. The company will continue to interview as well. If you...
So let’s talk about burning bridges. So in the last 8 years or so we have worked with a lot of companies. A lot of them we had at around 15-18% - so after the economy got better - we started cutting them off around 2011-2012. Now every time we get back to them - they say, ‘well you decided to terminate your relationship.’ I say now I am ok with doing it at 25%. They say no. I find we are burning too many bridges but at the same time I do not want to slave for pennies. IT managers love us because we bring them good people…but HR for some reason keeps on blacklisting us due to rates, previous relationship, etc…Are we becoming a black sheep? What’s up?
Since you used the burning bridge analogy, let’s take it a step further. In order to keep sailors from being afraid to fight and potentially die on the battlefield, they used to land and then burn the ship. No way back. (Uh, thank God for conscientious objectors,...
I read everything you send out because although I am a senior recruiter, I still find myself learning. I have a question pertaining to candidate control and I am looking for a "Danny-ism". I am having an inordinate number of candidates simply vanish and it is happening at each phase of the process. Part of it I can blame on the geography, the rest of the responsibility is mine for not establishing the ground rules up front. I am certain, the candidate is passing on the opportunity, or they would be calling me. I need to control my candidates better to provide appropriate feedback to my clients. What soon-to-be-famous Danny-ism would you use to reduce the number of AWOL candidates?
People do things for their own reasons. Candidates vanish because they feel:
They see no reason to keep you in the loop.
So when they go out on the...
I hate salesmen. I don’t want to be a “salesman”. Yet I got into sales because when I believe in something, I can sell it easily. And for years people told me I would be a good salesman. I’m not bad. I can close. But I’m not great. I want to be great! Right now I’m 3 months into my new career in recruiting. I have closed 3 deals in 2.5 months. I have no recruiting experience prior to 3mo ago. I want to last. I’m working a niche in senior care recruiting medical executives.
My goal is to be billing at least 200k my 1st year. My question(s) to you is:
For someone who has never recruited but has the personality to headhunt, what are some daily habits that will bring me up to par with top billers?
Should I learn their medical jargon?
Should I learn every aspect I can of their industry (because I don’t know much)?
Should I be making more than 100 calls a day?
Have you had rookies, who have never recruited, bill more than 200k their...
It’s a phone business! I have heard that so many times in my first 2 years as a recruiter.
My boss is an old school recruiter. He isn't a dinosaur or anything. We email people, text them, use LinkedIn, cyber hack the internet to download resumes etc. However his advice to me always centers around getting on the phone.
I've got the job orders and plenty to work on. I feel increasing my volume of communication to potential candidates is the key to my desk taking off to the next level.
Don't get me wrong, I agree to a certain degree about the need to get on the phone. When I need candidates I call my bird dogs, call candidates I know and leverage my network. The thought of cold calling resumes or cold calling a company phone directory scares me. I have tried it and gotten little to no results. Does anyone return a cold voicemail anymore or pick up the phone when they don't recognize the caller ID?
2011 was my best year yet and after doing this for 2 years I am ready to...
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