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Permalink Reply by Steven Dowd on August 24, 2011 at 5:01am

What industry is your guy in? I cover global financial services placing front office staff. Since the 2008 crisis, I found a large number of snr clients lost or feared losing their jobs and snr guys who'd previously ignored me or, at best, been inconsistent were emailing/calling for help with their own situation. On the same evaluation as you're having I decided to take my ego out of it for a moment and look at two things:

1) why would they behave the way they did previously?
2) what action can I take that is most beneficial from a business perspective?

The answers I came to were:

1) could be a million reasons so no point in getting caught up in the minutiae - but in reality they unlikely respect the recruiter per se and I'll be one of many calling them. With FS you often have just a minute or two max and it's very transactional if done intraday whilst the markets are active.
2) this is the most important point... The power has shifted and I am now being sought. Snr candidates are often high-ego beasts that find it hard to show vulberability and ask for help so when they do it's important to respond well to make the best of the opportunity. It's easy to respond emotionally if someone's a proven timewaster client but where's the upside in responding in a way that risks confrontation or ill-feeling? It won't ' teach them a lesson' or change their future behaviour. I may feel good about giving it back for just a few moments but the long term missed opportunity could, and likely, will be great. After all there are not many snr. Guys by definition so I want as many on side as I can get. Instead, if I forget the past, treat them with humility, be non-judgementally professional and, hopefully, successful in placing them (or giving them viable ideas even) I found I was able to build a bond with the client beyond the standard 'one of the headhunters' to 'my headhunter'. That wins a different level of respect, loyalty, more business long term and access to their network via referral (the best kind).

My conclusion? Better to treat each candidate without their history clouding our business vision. In our game we need to understand there's nothing personal in being ignored, and ignored we will be. As long as we can develop and nuture relationships properly when the timing to do so presents itself, the pay off will come. You don't need friends, you need clients and candidates.

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Permalink Reply by pam claughton on August 24, 2011 at 8:12am

I'd proceed with caution. Not because of ego, but because of the red flags you are sensing. People are rarely let go with no warning. I'd get the scoop from those you know there before expending energy on marketing him. Depending on what you hear back, it may be fine and he could be a good placement somewhere, but if you do not hear good things, I would not work him. Just because you can place someone, doesn't mean you should. Some people feel differently, that there's a seat for everyone, and I guess it just depends on what you want to be known for. Anyone you send to a client is a representation of your quality and ultimately your brand and do you want to be associated with someone like this? You might, but you might not.

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Permalink Reply by Paul S. Gumbinner on August 24, 2011 at 8:54am

Pam: i agree that proceeding with caution is the right thing.  I previously responded that i would not market this candidate.  However, I would interview him and professionally and tactfully try to get to the source of his attitudes and actions.  He may prove to be a good candidate who just doesn't understand recruiting or recruiters. However, I disagree with you about about people being let go without warning.  The economy is awful.  Companies are cutting back right and left. Do you think that the 3500 people being let go by Bank of America had warning?  Whole departments are being illuminated.  The corporate mentality has become a "rent-an-employee".  There is no loyalty and we, as recruiters have to understand that and deal with it on behalf of our candidates.

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Permalink Reply by pam claughton on August 24, 2011 at 9:15am

Paul, I agree it happens, but I still think it rarely happens that there is absolutely no warning. I don't necessarily mean a formal warning, but usually people can sense that change is in the air. There are of course always exceptions....especially in this economy.

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Permalink Reply by Amber on August 26, 2011 at 12:07pm

The update - and thanks again for all the advice everyone!

 

I replied to him via email to set up a time for us to talk. Quick response by him, and we set a time for the next day. In the meantime I looked at his resume, and his wife's as he would love for us to help her as well. Hmm, looking at his education section - diploma from a "paper mill" online university specializing in "Life Experience" degrees. Ironic since his former company was very rigid about degrees and schools. So, reviewing the wife's resume I see she has not worked outside of the home in over 10 years. Still keeping an open mind, I call my former client/now potential candidate at the designated time. VOICEMAIL - WTF?? (Sorry, but that was exactly what went through my head. Ok, and came out of my mouth!) I did get a return call about 15 minutes later, said sorry he was another line. Talked about what happened, and that he still needs to be around 150k, etc. Also said he has been talking to a former employer and is hoping to get hired back. But his "friends" from there have to put him through the normal application process so won't know anything for a couple of weeks.

(Oh, and I talked to one of the people I placed there and found that person had been let go a couple of weeks before this by my former client. Top notch person, didn't want to say anything disparaging but admitted that in the entire year he had worked for this man they had spoke on the phone approx. 4 times, rarely could get calls back from this person who was his immediate manager.)

Bottom line, I have nothing he would fit. One client I had thought of won't look at him with a "degree" from that school. Nothing right now that would fit for his wife, either. (And I did nicely point out his typos for him.) So I feel like I did what I could and can now let go!! 

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Permalink Reply by Richard Cialone on August 26, 2011 at 12:17pm

A parable...

One cold winter day, a young girl was walking through the woods to her grandmother's house.  On the way she encountered a snake caught out in the elements and almost frozen to death.  The snake begged her to pick him up and put him under her warm coat.  The girl was reluctant and said, "but you will bite me".  The snake pleaded convincingly, assuring her he would be grateful for her help, and promising not to bite her.  So, she picked him up, tucked him into her coat and went about her way.  Not ten steps later, the snake bit her.  She was shocked and said, "But you promised.  You promised you wouldn't bite me!"  The snake replied, "Well, you knew what I was when you picked me up."

 

Like I said before, trust your instincts.  That does NOT sound like a quality candidate, or a quality person.

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Permalink Reply by Sandra McCartt on August 26, 2011 at 2:33pm

You did exactly what you should have done.  Now sit back and watch what happens.  When a former employee is told he has to be put back through the formal application process he doesn't have any connections with his former employer who particularly want him back.  He may have some redeeming skills that get him hired someplace but it sounds to me like his communication skills and his ability to deliver are somewhat lacking.  If he doesn't return phone calls from his own reports he is a lousy manager.  Period.

 

As time passes you will probably get more calls from him than you ever wanted to get.

 

@Richard I love the snake story one of my favorites of all time. I tell hiring managers, "don't think you can hire a rattlesnake and it will turn into a warm puppy when it reports to work.  In my opinion one of the biggest mistakes recruiters make is to try and justify/gloss over or sell the reasons someone got fired.  If a candidate is honest with themselves they always know if there were things they should have done differently and will tell you.  I can sell somebody who got canned because they failed to communicate the way they should have, admit it and say they learned something.

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Permalink Reply by Maren Hogan on August 29, 2011 at 4:56pm

I think what you are doing is being called "AWESOME". It sucks to be busy but we all are and what this guy did is bad business and the opposite of social networking. In all fairness, I frequently have to be reminded of appointments but I always pick up the phone or send an email to apologize or reschedule and that's just common courtesy, no matter how busy you are!

 

 

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Permalink Reply by Jeremy Spring on August 30, 2011 at 3:39pm

An interesting conundrum for sure.  Some excellent points made above. I think a candid conversation about your concerns could help this person understand your role better, and could earn her/his respect.  Since the power has shifted into your hands and you have nothing to lose, you might as well lay out the framework for how your relationship MUST work, in no uncertain terms. If he/she plays by your rules, you might land a placement and a future client who understands and respects your role in the recruiting process!

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