Stunk-Up Deal - What do YOU think? - RecruitingBlogs2024-03-29T04:53:39Zhttps://recruitingblogs.com/forum/topics/stunkup-deal-what-do-you?commentId=502551%3AComment%3A655896&feed=yes&xn_auth=noDear Rayanne -
When I was an…tag:recruitingblogs.com,2009-05-29:502551:Comment:6560392009-05-29T21:20:29.701ZTom Dimmickhttps://recruitingblogs.com/profile/TomDimmick
Dear Rayanne -<br />
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When I was an HR exec, I had a similar experience. I had an Excellent candidate that was presented to me by a trusted recruiter. The person had worked for a competitor. After asking around the word on the street was that the candidate had demonstrated some poor judgment in a romantic entanglement with a married coworker. She was dropped from consideration.<br />
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Unfair and unjust but I agree with Jerry. Life happens, Do your best and don't get married to any one candidate no matter…
Dear Rayanne -<br />
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When I was an HR exec, I had a similar experience. I had an Excellent candidate that was presented to me by a trusted recruiter. The person had worked for a competitor. After asking around the word on the street was that the candidate had demonstrated some poor judgment in a romantic entanglement with a married coworker. She was dropped from consideration.<br />
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Unfair and unjust but I agree with Jerry. Life happens, Do your best and don't get married to any one candidate no matter how good they may seem to be. Always provide alternatives. That's what we're paid for.<br />
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Tom Sounds to me as if you had a…tag:recruitingblogs.com,2009-05-29:502551:Comment:6558962009-05-29T19:46:12.059ZJulie Hankinshttps://recruitingblogs.com/profile/JulieHankins
Sounds to me as if you had a cultural fit issue with this candidate. If I am reading this correctly, there was one conversation with the client and one candidate submitted. I wouldn't take those odds. Your odds of placement were not that strong and your position was not strong from the get go. You didn't have your backup candidates for them.....<br />
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Now, if this is the first time this has happened to you, then you are one VERY LUCKY or VERY NEW recruiter! :) BTDT. It's not easy, but the reality is…
Sounds to me as if you had a cultural fit issue with this candidate. If I am reading this correctly, there was one conversation with the client and one candidate submitted. I wouldn't take those odds. Your odds of placement were not that strong and your position was not strong from the get go. You didn't have your backup candidates for them.....<br />
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Now, if this is the first time this has happened to you, then you are one VERY LUCKY or VERY NEW recruiter! :) BTDT. It's not easy, but the reality is is that your client (the CEO AND The Manager) have to work with the new employee for the long term and if something doesn't sit right, it doesn't sit right. There is most likely more to the story than what you were told AND if it is a vendor whom they work with...... then the client will take their word. There may have been some issues and the candidate was pulled from the sales account etc.... we recruiters don't always hear the FULL story. Bottom line, sounds your candidate did not overcome the objections in the interviews, no matter how well they seemed to go.<br />
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I personally might have taken a different approach from the beginning and worked with not only the CEO, but the Manager as well since it seems like he/she was at least partially the Hiring Authority. I would have found 2 or 3 more candidates who fit the role to a tee and 10% above and beyond so that there was strength to the search. I probably wouldn't have pressed for the ONE candidate. The client is is your client, not the candidate. I hate thinking that the candidate is "just one candidate" but that is the reality in our business. Frustrating? Definitely. Reality? Yes.<br />
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As for moving onward, a couple of my top clients are relationships that started similarly. You have the benefit right now of having their ear and being able to develop a strong relationship. Once that true partnership is established, you will then be in a better position to influence the hiring process. I personally would tread carefully on this one and take the long view of the client. Then make your decision whether it is worth pursuing a relationship.<br />
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Building relationships and long term partnerships are the cornerstone to our business. You can take the approach of a one-off job to place or a long term highly profitable relationship with a client. Remember, you can always maintain a connection with the candidate, and maybe use him as a MPC. That way if you are back-doored, you will know it without sneaking around. As for inference about the client turning into a source company, I feel that is poor form. He didn't get the job, so tec…tag:recruitingblogs.com,2009-05-29:502551:Comment:6557932009-05-29T18:24:33.050ZMat von Kroekerhttps://recruitingblogs.com/profile/MatvonKroeker
He didn't get the job, so technically, he wasn't a "perfect" fit. Move on and find another candidate.
He didn't get the job, so technically, he wasn't a "perfect" fit. Move on and find another candidate. Well after you get the bleedi…tag:recruitingblogs.com,2009-05-28:502551:Comment:6550152009-05-28T20:26:56.787ZPeter Ceccarellihttps://recruitingblogs.com/profile/PeterCeccarelli
Well after you get the bleeding to stop after you've sliced your wrists and then changed your mind about "ending it all" because of the situation, yes, you need to move on. But..........AND........however......let's look at it this way. Perception is truth. Right? Right! But is perception usually ALWAYS wrong? Yes! It's one person's opinion or fact that requires they search out any type of corroboration to use as a filter to be right. It's human nature. We dig up what we think is dirt, find out…
Well after you get the bleeding to stop after you've sliced your wrists and then changed your mind about "ending it all" because of the situation, yes, you need to move on. But..........AND........however......let's look at it this way. Perception is truth. Right? Right! But is perception usually ALWAYS wrong? Yes! It's one person's opinion or fact that requires they search out any type of corroboration to use as a filter to be right. It's human nature. We dig up what we think is dirt, find out it's "loose" dirt, so we go out hunting for ANYTHING to compare it to, for, against, in order to beef up our original perception of what we "heard" about someone. It's nasty and it's petty and it's truly small minded.<br />
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As an in-house recruiter, whenever someone on our staff comes to me with their "dirt", they better have facts to back it up versus hear-say or perception because I promptly kick them in the ass after they get a lesson on true perception rather than the opposite. It's also a liablity issue to character reference someone as "insider trade information", then not hire them based on what you think is the truth, then risk having them find out which gives them the means and the reason to file suit for defamation of character. It's not worth it.<br />
If we stick with the facts and only the facts it just makes life so much easier! This has happened to me a few…tag:recruitingblogs.com,2009-05-23:502551:Comment:6516262009-05-23T07:53:00.020Zseattlerecroothttps://recruitingblogs.com/profile/thejoblady
This has happened to me a few times - a "trusted advisor" could be anyone and likely you will never know - I would probe the candidate and find out who they might know who is inside the client company and push to find out what information they have - also, I agree with that you should get some A+ c-level references quick for this guy - maybe even call them and ask if they would be willing to take a call from the client company - sometimes these conversations, though not controlled, help to lead…
This has happened to me a few times - a "trusted advisor" could be anyone and likely you will never know - I would probe the candidate and find out who they might know who is inside the client company and push to find out what information they have - also, I agree with that you should get some A+ c-level references quick for this guy - maybe even call them and ask if they would be willing to take a call from the client company - sometimes these conversations, though not controlled, help to lead to a better outcome...interested to see what happens though... Rayanne,
Just curious how t…tag:recruitingblogs.com,2009-05-23:502551:Comment:6514912009-05-23T04:33:26.336ZChris Reuterhttps://recruitingblogs.com/profile/ChrisReuter
Rayanne,<br />
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Just curious how this ended up? My experience with cases like this is that they rarely end up well for candidate or recruiter. Just checking. Thanks.
Rayanne,<br />
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Just curious how this ended up? My experience with cases like this is that they rarely end up well for candidate or recruiter. Just checking. Thanks. Rayanne, I’m curious what has…tag:recruitingblogs.com,2009-04-24:502551:Comment:6302162009-04-24T13:04:37.598ZPaul Semberhttps://recruitingblogs.com/profile/Paulsember
Rayanne, I’m curious what has been told to the candidate and how you or the recruiter will prepare them for this meeting. Also, was anything done to revive/save the candidate?<br />
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This sounds as if the candidate is definitely strong for the role and possibly the "trusted advisor" isn't as trusted.<br />
"look them in the eye", that’s classic, definitely a direct question coming out in this meeting.<br />
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Good luck
Rayanne, I’m curious what has been told to the candidate and how you or the recruiter will prepare them for this meeting. Also, was anything done to revive/save the candidate?<br />
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This sounds as if the candidate is definitely strong for the role and possibly the "trusted advisor" isn't as trusted.<br />
"look them in the eye", that’s classic, definitely a direct question coming out in this meeting.<br />
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Good luck MY TWO CENTS: This CEO heard…tag:recruitingblogs.com,2009-04-23:502551:Comment:6296642009-04-23T17:24:06.203ZMichael Glennhttps://recruitingblogs.com/profile/glennlist
MY TWO CENTS: This CEO heard something about your candidate is not interested in giving you the details - it's a small world.<br />
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But, ALWAYS keep the relationship with both client and candidate. Sometimes these things have a way of working themselves out too.
MY TWO CENTS: This CEO heard something about your candidate is not interested in giving you the details - it's a small world.<br />
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But, ALWAYS keep the relationship with both client and candidate. Sometimes these things have a way of working themselves out too. References - front or backdoo…tag:recruitingblogs.com,2009-04-23:502551:Comment:6296612009-04-23T17:23:27.396ZRagan Kellamshttps://recruitingblogs.com/profile/RaganK
References - front or backdoor -can go both ways. For instance, we had a candidate who's references were GLOWING (even the ones that he didnt provide, but were garnered through "trusted advisors.") He turned out to really really suck. Like, wish we'd never hired this guy, ever, make-your-life-miserable, drama queen, high-maintenence, zero ROI. It's like that old saying "Opinions are like....everyone has one." References are the same. Sometimes you just have to go with your gut, and your gut…
References - front or backdoor -can go both ways. For instance, we had a candidate who's references were GLOWING (even the ones that he didnt provide, but were garnered through "trusted advisors.") He turned out to really really suck. Like, wish we'd never hired this guy, ever, make-your-life-miserable, drama queen, high-maintenence, zero ROI. It's like that old saying "Opinions are like....everyone has one." References are the same. Sometimes you just have to go with your gut, and your gut sometimes is going to be wrong. References are an interesting…tag:recruitingblogs.com,2009-04-23:502551:Comment:6295952009-04-23T16:27:15.199ZJohn Goodmanhttps://recruitingblogs.com/profile/JohnGoodman
References are an interesting issue. Of course, the candidate is going to provide you with references that he/she has already pre-qualified to give a glowing endorsement. Experienced recruiters know that if they request reference sources from a candidate and he/she is reluctant to provide them this is an automatic red flag.<br />
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So what about backdoor references? Most industries are more inbred and incestuous than one might think and it is not uncommon for people, especially execs, managers and…
References are an interesting issue. Of course, the candidate is going to provide you with references that he/she has already pre-qualified to give a glowing endorsement. Experienced recruiters know that if they request reference sources from a candidate and he/she is reluctant to provide them this is an automatic red flag.<br />
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So what about backdoor references? Most industries are more inbred and incestuous than one might think and it is not uncommon for people, especially execs, managers and salespeople to be well networked in their industry. As such, hiring managers will at times inquire about the candidate through their own network and quite frankly have every right to. Unfortunately, sometimes the backdoor sources have their own agenda too and it's not always in your candidates favor. What do you do? If you have a good relationship with the hiring manager he should confidentially share with you what he's found out about the candidate as your primary relationship is with the client, he's the one that's paying you after all. You can remind him/her of this and also that if in fact there is something about the candidate that is less than favorable you'd like to know it as it may effect whether or not you wish to represent this candidate in the future. You may also be in a position to repudiate the negative referral.<br />
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As for the threat of telling the client that they may become a source, this may make you feel good, but doesn't enhance your status in anyones eyes.