Ma, the Recruiter Is Being Mean to Me

Ma, the Recruiter Is Being Mean to Me He Doesn’t Like Me Anymore

By Joel Elveson – Independent Executive Recruiter-Headhunter

For those of you out there who are at present the parents of small children or those of you out there (including me) who remember what it was like being the parent of small children. The seemingly endless bickering between siblings of who is doing what to whom immediately followed by a complaint to mom that the other sibling is being mean. When mom (or even dad) in their infinite wisdom decided which sibling was right and which sibling was wrong there was an immediate response by the party deemed wrong that mom or dad doesn’t love them anymore. Tom & Dick Smothers (The Smothers Brothers) used the above on their show (who remembers The Smothers Brothers Comedy Hour) when Tommy used to complain to his brother Dick whenever Dick “reprimanded” him by blurting out “mom always likes you best”.

As a recruiter we often get put in the same predicament when trying to figure out what went wrong what seemed like a placement was inevitable, why the client discharged the candidate, or just in general trying to figure out who was wrong (if anybody) or who was right (if anybody) and what to do next and of course how to choose a “side” without choosing a side. Similar to being that parent caught in the middle of that sibling “dispute” and needing King Solomon-like wisdom to render the correct verdict.

Example One: What went wrong with the interview when all signs pointed to this being a “done deal.” To start with until both candidate sign the offer letter it’s never a “done deal” not to mention there is that little matter known as the counter offer that is an ever present that must be dealt with (sometimes on multiple occasions with the same candidate for this one job) factor that can make everything a mute-point. Getting back to the interview you as the recruiter have to gather the “facts“, details, etc. from both candidate and client. At the end of all of your fact finding and internal debating, probably the best conclusion is that it was a little bit of wrongdoing on each side. Which means if you had your hard earned commission spent before the check was even in your hand you forgot the human element. For the most part though it is probably better (not outwardly) to give the benefit of the doubt to your client who is going to (or in the case of Retained Search already paid you money upfront) pay your fee and will likely hire others from you in the future if you do your job right.

Example Two: When a candidate finds out you have presented several prospects to your client you will often be met with the “How could you do that to me? You know how much I need &/or want that opportunity.” The fact is very few (if any) will hire the first candidate you send them. Your clients will want to interview several candidates (in many cases the client may conduct multiple interviews with each candidate) before they make a hiring decision. To get your client to bring your candidate’s in for an interview(s) you have to let them see an indeterminate number of resumes. However, you cannot allow yourself to “fall in love” with just one candidate or let the candidate(s) dictate how you go about your conducting the business of recruiting. You are obligated to give all of your candidates the resources they need to have a chance to “get their foot in the door.” This by the way does not mean a candidate can expect you to “help” them with (i.e. write) their resume to help them gain an edge.

Example Three: Two Recruiters claim “ownership” of the client. As Contingency Recruiters offer the most comprehensive services to clients they are the most widely utilized. That being the case, more than one firm may be “hired” for the recruiting assignment (aka job order). Under that arrangement neither firm “owns” the client. If you have made successful placements with this firm in the past or if the job order is within an industry you are an expert in by way of your past professional experience (I only recruit for those job orders that are consistent with my professional background which gives me an edge in many cases) you have a leg up. Wherever possible try to get an “exclusive” on the job order for one or two weeks. If granted you have a limited time to show the client why he should use you alone as opposed to multiple recruiters. Even during this time if another firm has a candidate they feel is especially strong chances are the resume will be looked at. Do your due diligence by putting together a “recruiting plan” while being prepared to outwork and outperform the other firm. NEVER speak badly about your competitors to a client as that is not only unprofessional behavior it also leads the client to wonder if you will speak poorly of them as well if they do not make a hire from you or choose to no longer work with you. Take knowledge from your experience and use it towards self-betterment.

Conclusion: Being a parent is the toughest job you will ever love due the immense challenges you will be presented with. As a recruiter you will also need solid decision making skills, relationship building skills, communication skills, people skills and yes have a little bit of King Solomon in you as well. Your clients and candidates will need you to be that “parent” they can lean on for support and guidance.

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Joel Elveson is an Independent Executive Recruiter-Headhunter with Independent Executive Recruiting By Joel which is a firm Joel started under the guise there is a more “user friendly” way to go about the staffing & recruiting process.

As a “veteran” of the insurance & mortgage industries Joel always strove to find the best solutions for his clients while providing his employers with “value added” service.

From those vantage points Joel became keenly aware of what separated a bad employee from a good employee.

In addition to the above Joel learned the intricacies of each business and what made each “tick”.

Joel Elveson took his love of insurance, mortgage, banking and lending which he then translated into a more meaningful way to do business.

Joel Elveson
Independent Executive Recruiter – HH Headhunter
Independent Executive Recruiting By Joel
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