e that tells me otherwise.
Honestly, in this situation, my boss had my back completely. I still felt bad, but it was nice to know that it wasn't just me who felt the candidate acted a bit rash. He could have tried calling me, or maybe returned my supervisor's call. None of that took p lace, so he instead, he most likely realized he wasn't getting the job, and acted out in an email.
Doesn't change the fact that I failed to act on his emails, but it wasn't the best thing he could have done.…
he activity deserves the credit, whether it be me, another recruiting company, or HR.
Here is the way I would handle this specific situation. I would tell the company I have the perfect candidate for the job but the company has already tried to recruit them and they turned them down. If they agree to pay me, I will present the candidate. If they don't, then I won't. Every client that I have in this situation with over the last several years had said yes to this proposal with the exception of one..…
I'm hoping the community has had experience with this.
The company can take between 2-7 days for a response and reschedules between 2-4 times for each candidate. Sometimes the interview is missed and I find out after the fact. Needless to say, it's almost impossible to get this company a replacement.
The unique situation I'm in is that the company refused to sign a contract and when the original candidate was signed, they paid us in 40 days. We want to do good by the company, continue making placements, and are working to get a contract in place. They are now asking for a contract with a money back guarantee (not happening) in addition to a replacement clause. I'm trying to figure out some sort of wording to ensure that we are not held liable for a replacement when the issue is the client who is dropping the ball.
Have you ever had client requirements for activity (must review/interview in 3 days, etc) in a contract for problem clients?