Question of the day: Do you still send in resumes after placement is made?

I did not include this in today's RBC daily, but here is the scenario.......

You are working under a 90 day guarantee and just made a placement. There were some intial questions on weather or not this was a good fit, but in the end an offer was made and accepted. A few weeks later a stellar candidate comes to your attention that hits all the marks and has a compelling reason as to why this job for them is the perfect fit.

Do you present the candidate's resume for consideration?

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I would have to base that on the client, my relationship with them, and then look at several angles. I would not want to submit the candidate if it automatically meant the person placed would be eliminated.

However, clients often have the ability to hire another person in a similar capacity. In that type of scenario - definitely. Otherwise you're telling a client that the timing was a bit off and now they have the options of paying a second fee, letting a new hire go, etc., or living with what they'll likely see as "second best".

Yes I do still send the resume,  it may get the client to open another position and now I have two people on contract instead of one.

I would follow-up normally with the client and the candidate to see if there were any issues. If all is good on both sides I would let the client know that my initial search generated additional candidates which might fit a similar position. I would not send a resume if I wasn't made aware of major issue with the current placement and risk my client doubting their choice and me having to redo a search if this new candidate doesn't pan out.

Great feedback all...thanks for sharing your thoughts on this topic.

Tell me you're kidding Tim!?!  What's that saying...a bird in the hand...something or other? 

Absolutely NOT!  For a thousand reasons that I would mention but I still have to work.  The primary?  You're telling the client that the employee you just paid me $40K for isn't the best (in you're you're saying the client's decision was a bad one) so you should look at this other candidate who I can't guarantee will take the job and if you love them and they don't I'm not that good at what I do.

Client's don't pay recruiters to submit candidates...they pay recruiters to have the candidate they are interested in say, "YES!"

The recruiters job is to introduce two like minded individuals who are mutually interested and then to manage that process.  To send another candidate in is to say to the client, "You made a mistake!"  Ouch, my fingers hurt since I'm typing this so aggressively...LOL!

Belated response. 

Of course you send the second/additional outstanding candidate...with an explanation that this additional candidate is a late arrival and impresses; and is presented as an alternative should the newly hired candidate becomes a "no-show" (Heaven forbid). 

My experience is that until your original candidate actually reports to work...THAT JOB IS STILL OPEN AND IN PLAY.  Most employers have been burned before so this would not be out of the ordinary.  In fact, they appreciate it.

With the likelihood of counter-offers; change-of-mind; and Acts of God (I've experienced all of these) you don't take anything for granted.

And as Eric, suggested--an impressive additional candidate may open up a new requisition.  BOOM!

I totally agree with Chris on this. If something goes wrong with the candidate starting, then you introduce the new one. You could always simply ask your contact if they anticipate something similar opening soon as you've just met another star. I wouldn't go so far as to submit the resume without having had that conversation though, for all the reasons Chris stated so well.

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