orld i haven't had one for over a year and had thus been guilty of the cardinal sin of forgetting one of the first rules of recruiting. Always cover the potential buy back before the offer!! Always!
Uh, nope i didn't do it. Rocked right on being my super star self, found the purple squirrel, sold it like a champ, got the offer on the table after 5 interviews in two cities and was happily patting myself on the back about what a cool, smooth ,studette i had turned out to be this week. In the process of telling my pals "that's the way you do this stuff" POW! An email bomb hit my inbox.
"My current company is going to match the offer, what do i do?"
Rayanne doesn't appreciate four, five and ten letter ugly words so i won't quote my expletive. When the laughter in my office died down as the rest of the crew bailed for the weekend i heard them exclaim as they drove out of site..."Go get em' Ms. Wonderful, show us how it's done, and have a good night."
It having been over a year since i have had one of these it took a few minutes for me to collect my thoughts to make the call. It's after 5:00 in my cottonwood tree 2 miles west of Jackass Flats, USA America. The good news is the SVP with my client just called to tell me that my candidate had just formally accepted.
Admittedly my eleventh hour save was not the best call i have ever made regarding a buy back because my prior prep had not been done. I think it's a good sign for the overall economy that the "buy back" is back but trust me Mildred, it was a wake up call for me that it's getting ready to be show time again and i better be back in the game with prior and proper preparation to prevent this kind of piss poor performance from happening again.
How soon we forget and how quickly we remember..don't leave out the first things you ever learned about recruiting.…
extremely loosely...as there's never such a thing) for the job however the Hiring Manager receives word from someone he knows that this Candidate shouldn't be interviewed due to him not being "hands-on" enough...? (The excuse)
Granted I don't know the Candidate on a personal level but he's most certainly stellar on the professional level and by looking at his resume (and the 6+ years I have been doing this IT Recruiting thing) know he's definitely hands-on.
The first time I got word on it (rejected) I battled it by having the Candidate draft up a detailed cover letter addressing his hands-on capabilities and duties in his current role as well prior position and I still got the "NO"...all because of the random person who doesn't even work there told the VP of IT to pass on him...
Has anyone EVER been able to get past this barrier or tried anything that perhaps Im not thinking of? And what should I tell the candidate...???
Thank you guys for any of your ideas/suggestions...Its going to be another beautiful Southern California weekend!
ecruitingBlogs.com, it is a gathering place where individuals that work in this crazy industry can throw down gauntlets, hash out rationales and exchange ideas about the recruiting industry, business and even life, in general.
On a recent show, Animal's guest, Rebecca Sargeant, created quite a stir with her methods and shared some interesting observations. Rebecca recruits recruiters and she has specific criteria that she adheres to when she is recruiting. One of her observations is that the best recruiters, that she has come across, held their first jobs when they were fifteen or younger. It was quite interesting to hear the response to this comment. Several listeners concurred and realized that they, indeed, had started working prior to turning sixteen years old.
I, myself, had several jobs prior to my sixteenth birthday. I took in ironing regularly by the time I was twelve and cleaned a house every weekend when I was 14. By the time I was sixteen, I'd had several jobs. Which might be explained by my ADD (another point she made about recruiters.) No, I have never been diagnosed, but let's just say that I have trouble only doing one thing at a time. I consistently feel there is not enough time in the day to get everything done that I think needs to get done.
I posed the "what age did you start working?" question to several recruiters and every single one of them had held a job when they were fifteen or younger. The man I am happy to call my boss was actually working full-time by the time he was sixteen and by eighteen was running his own business. The psychology of a recruiter is a very interesting thing and while there may be generalized similarities among them, it might be a dangerous practice - a bit Gattaca - to assume that certain traits or specific practices prove a recruiter capacity and ability to perform.
To be a recruiter is more than having a dad who was a salesman, though I did. So far, Rebecca has been right on. To be a recruiter is more than want to change people's lives (I will try not to gag.) The ability to quickly shift gears, to be strategic, to be able to read voices and faces, to scan a resume in seconds and see what needs to be seen, to coerce, cajole, convince, connive, and coax candidates and hiring managers, alike, to hear what is being sold said, to follow up and follow through, to negotiate and ingratiate, and to dig deeper while never leaving a mess...
A recruiter is in sales, a recruiter does have divided focus, and a recruiter understands the value of hard work. Chances are you have nodded your head once or twice. Me too. And while I don't get to recruit nearly as often as I used to or would like, I am glad to be here. This profession chose me, I fell into it, it wrapped its arms around me tightly and said, "Welcome home."