June 16, 2013
QUESTION FROM A READER:
What’s wrong with hiring managers?
I am an executive recruiter for a major recruiting firm based in the
Midwest. And it is my humble opinion,
that of late, hiring managers have lost their moral core. They play with candidates emotions, they use
me to bring qualified candidates to the table then quietly search for “knock offs”
of my candidate so they won’t have to pay my agreed upon fee. Besides the recruiters in my office, are we
the only ones experiencing this?
(Marissa L., Professional Recruiter, Omaha, NE)
(Marissa L., Professional Recruiter, Omaha, NE)
ANSWER:
The answer is not only no, but HELL NO!!! As most of you know Client Growth Consultants
is an executive search firm, so believe me when I tell you that I do have firsthand
current knowledge of this subject.
I have well over 200 recruiter “friends” across the U.S.
with whom I stay in touch in one form or another. And they are all talking
about this subject. And maybe you are
correct in your assessment that their moral cores have been damaged and
overcome with greed.So from two standpoints, please allow me to make these comments:
1.
IF YOU ARE A RECRUITER: You must get your client committed to your
services. It’s okay to ask if you are
going to be competing with them in the search.
It’s okay to ask who else is involved in the search. Its okay for you to set the mutually agreed
upon ground rules. And I firmly believe it is critically important for your
client to understand that this is how YOU make an honest living.
a.
The work we do is very labor intense and many times
we go through 10 x 10 candidates to find them 2 or 3 qualified.
b.
Be a professional and get all of this out front
and verbally spoken.
c.
And if your client “burns” you, then wash them
from your client list forever unless you just like working for free.
2.
IF YOU
ARE A HIRING MANAGER; Please understand that treating a recruiter like
Marisa as described above, is poor business, unethical and morally wrong.
a.
How would
you feel if your professional employees were treated in this manner?
b.
Be honest
and upfront. If you plan to be involved
in the search then make it known.
c.
If the recruiter continues then it’s a risk
he/she takes.
d.
And don’t lie to candidates. If you don’t think it’s a match, tell
them. Candidates are capable of hearing
the good news and the bad. And if you’re
not honest it gives false hope.
e.
Treat candidates exactly the way you’d like to
be treated if it was YOU seeking employment.
f.
The old saying that what goes around, comes
around is more true in today’s market than ever.
Regards,
George F. Mancuso, CPC, CEO
Client Growth Consultants.com
Client Growth Consultants.com
