Replies to This Discussion

Permalink Reply by Matt Decker on January 8, 2009 at 2:45pm

This is a classic example of not setting expectations in advance. Not you Barbara, but the candidate.

They tell you one thing and do another.

Try and make sure they have a clear understanding of what the offer will be, and have them agree that either they or you, reserve the option to pull out of the process if that will not work. Explain that the client SEES the "Diva Behavior" and may rescind the offer if it continues. No one wants someone like that.

A manager of mine when I was in sales, once made an example of an overly " confident" salesperson on my team in front of everyone. I will never forget it. It changed my view on recruiting.

He said with a smile, " Jim, Do you know how long it would take me to replace you with someone just as good or better ? " The Manager then stuck his finger in his drink and said "watch how long the hole lasts" as he pulled his finger out...Quickly.

He then turned to all of us and soberly said: "Everyone here is valued, but you are all replaceable".

I remembered that, and have demanded a realness from my candidates from then on. if they want my time, they need to know that if they dont cooperate, I will just find another candidate. I recommend this as a policy. You will place more people.

Permalink Reply by Lesa Caskey on January 8, 2009 at 3:51pm

I have unfortunately had this happen to me as well and it's such a drag going through the whole thing with them. What I do is tell the candidate directly that I don't understand the sudden change in attitude and then review the topics we have covered in the past regarding salary expectations, etc. At the end of the review I ask them if I've missed anything and when they say "no" (because of course I haven't missed anything!) I suggest reasons they may be behaving this new way until I find out what's motivating them. Typically they will have had a conversation with some unhelpful person who encourages them to negotiate for a better deal and convinces them that there is more for them to get if they stand strong and hold out for a better offer. When I touch on this topic I can feel the candidates drooping their head a little bit (feeling caught) as I then tell them that the offer is firm, it's a good offer (if it is) and that they have no reason to doubt that accepting the offer as delivered is a great thing. They feel better, I feel better and the offer is accepted with everyone behaving as they should at such a moment.

The only time that this exercise has not proved successful for me is when the candidate actually has a better offer in hand or if the client has done something to offend them. In the first instance, I will try to get them a better deal. In the second instance, my head droops and I work my tail off to make it all better.

Good luck to you, Barbara!

Permalink Reply by Shannon DeYoung on January 8, 2009 at 5:14pm

Go back to the basics with the candidate. When you say diva do they want more money because they think they are worth it now that they dazzled the client?

Without knowing more here is what I would do:
Find out what has changed since the last time you talked about what they were looking for in an opportunity and specifically with this opportunity. Maybe the benefits aren't as good or their spouse lost their job. I would dig in here first.

If everything seems to be the same as before and they truly are being a diva, then I would lay it on the line and shoot it straight. I have found that honesty and being direct is the best approach. I would let them know that you are disappointed that they are changing things at this stage of the game. I would ask them if you fulfilled your end of the deal and got them what they were asking for? I would also let them know if you go back to the client for something more there needs to be a reason, if there isn't one, then it is going to reflect poorly on them. Also ask if they are ready to walk away? Most of the time they are just playing hardball and don't want to leave any money on the table, which is human nature.

To potentially prevent this from happening in the future,
Before making an offer even if you have an offer in hand, you close them again. So Ms. Smith, you said that if ABC Company were to offer you 75K with 3 weeks of vacation and a review after 1 year, you were ready to accept their offer, is that correct?

If they say no, you need to address that. If they say yes, you then ask so if I call the client back and they present me this same verbal offer, do I have your permission to give your verbal acceptance to them on your behalf?
If there is hesitation on this clarify why.
If not, hang up the phone and call them back 15 minutes later with the offer in hand:)

I hope this was helpful.

Good luck.


Shannon

Permalink Reply by Slouch on January 9, 2009 at 10:59am

I think in most cases once the candidate get an offer, they feel that you as the recruiter have done your job and really, what is the point of the continued desire of yours to continue the relationship. setting expectation of how the entire process will work needs to be discussed up front in advance of any serious investment of time and effort on your ( the recruiter ) part. This happens all of the time.

Permalink Reply by Eric Gilson on January 9, 2009 at 11:03am

Do you feel that your candidate was sufficiently closed prior to receiving the offer?

Could this candidate be shopping that offer around?

Have you tried pulling the offer yet? I have found that once you start hinting of taking it away, candidates shape right up.

Does the offer have a time limitation?

Permalink Reply by Matt Decker on January 9, 2009 at 11:05am

Right On - This cuts right to the chase.

Permalink Reply by Juli Van Der Meulen on January 9, 2009 at 2:22pm

That was my very first experience with my very first placement in the medical industry in 1989. We didn't refer to her as a diva, which is a nice term by he way. We called her a "money whore". That was the first and last time that ever happened to me. I set salary in place from the very conversation I have with the candidate. I ask them the most important thing to them in accepting their next position then ask their rock bottom on salary, followed up by OK so if abc company offered you (rock bottom $) your ready to accept the position the answer will be yes or no. If no why and if money comes up and it shouldn't you go over it with them one more time. if getting more money comes up again after going over it again I tell them I cant represent them, they were not honest with me in the first place and leave it at that. Needless to say It has happend to me only 1 other time and I dropped that candidate. Sorry I am not that desperate to make a placement.

Permalink Reply by Barbara Keller on January 10, 2009 at 8:04am

Great feedback!! A few of you thought it sounded like the candidate had a conversation with an "unhelpful" person who convinced them they could get a better deal. That is exactly what happened. I took your advice. I told him we might have to take the offer off the table. This seemed to surprise him but he still didn't change his behavior. Anyone need a diva PhD? Looks like he's going back on the market. Good lesson!

Permalink Reply by Mark Newman on January 12, 2009 at 11:49am

The market has changed and I hope that recruiters can realize that now isn't the time to toss up crap to see what sticks. This situation resonates with me because certain recruiters that I have dealt with recently just don't get it.

Remember, you can always fire the candidate - you can find someone different and better. The client will appreciate it if you are upfront about their change in behavior and I believe will reward you with more positions (I would - in my recent cases, I will not contract with the recruiters ever again). I've found this problem most often with software developers who think they are gods.

Many people say "do the transaction and get out of there" or "tell the candidate to sign and get out" but I guarantee the candidate will bring the same behavior and attitude to the job and the employer will regret hiring them and never hire you again.

If you do want to keep the candidate and complete the transaction sit down with the candidate and have a very frank conversation:

You: "Hi Arrogant Candidate, how are you?"

Candidate: "Great thanks, I'm just programming a new social media flash network"

You: "that's nice. I just talked with three other guys who are doing the same thing. The client will also if you don't cut the crap. Right now, the client is like a kid in a candy store when it comes to XYZ developers."

Candidate: "oh really?"

You: "Yes. Remember, an offer letter isn't a contract. Are you going to take the job or not?"

Something along those lines should work :)

Just because there are fewer buyers in your store it doesn't mean it's the time to serve up bad inventory to the customers. You may not remember it, but they sure will when they have more money to spend and lots of stores to buy from.

Permalink Reply by Mark Newman on January 12, 2009 at 11:51am

comment deleted

Permalink Reply by Matt Decker on January 12, 2009 at 1:50pm

That's funny. I like your style - spoken like a true veteran.

MD

Mark Newman said:

The market has changed and I hope that recruiters can realize that now isn't the time to toss up crap to see what sticks. This situation resonates with me because certain recruiters that I have dealt with recently just don't get it.

Remember, you can always fire the candidate - you can find someone different and better. The client will appreciate it if you are upfront about their change in behavior and I believe will reward you with more positions (I would - in my recent cases, I will not contract with the recruiters ever again). I've found this problem most often with software developers who think they are gods.

Many people say "do the transaction and get out of there" or "tell the candidate to sign and get out" but I guarantee the candidate will bring the same behavior and attitude to the job and the employer will regret hiring them and never hire you again.

If you do want to keep the candidate and complete the transaction sit down with the candidate and have a very frank conversation:

You: "Hi Arrogant Candidate, how are you?"

Candidate: "Great thanks, I'm just programming a new social media flash network"

You: "that's nice. I just talked with three other guys who are doing the same thing. The client will also if you don't cut the crap. Right now, the client is like a kid in a candy store when it comes to XYZ developers."

Candidate: "oh really?"

You: "Yes. Remember, an offer letter isn't a contract. Are you going to take the job or not?"

Something along those lines should work :)

Just because there are fewer buyers in your store it doesn't mean it's the time to serve up bad inventory to the customers. You may not remember it, but they sure will when they have more money to spend and lots of stores to buy from.

Permalink Reply by Matt Decker on January 12, 2009 at 1:53pm

People either look for a reason to cooperate or a reason to resist the process. So much of recruiting is just knowing when to call someone's bluff. Good for you.

MD

Barbara Keller said:

Great feedback!! A few of you thought it sounded like the candidate had a conversation with an "unhelpful" person who convinced them they could get a better deal. That is exactly what happened. I took your advice. I told him we might have to take the offer off the table. This seemed to surprise him but he still didn't change his behavior. Anyone need a diva PhD? Looks like he's going back on the market. Good lesson!