I posted this this week on my regular blog (www.viewfrommadisonave.blogspot.com) but thought it worth sharing with Recruiting Blog readers.

As we are nearing the end of the interview process, a client asked me to get references from a candidate.  I was blown away when the candidate emailed me and refused to supply references telling me that she did not want her references bothered until she had accepted the job.  First time this has happened in 27 years.

Now I have had a candidate who had a key reference at an existing company, but other references at previous employers and I made an offer pending the last…

What I love about recruiting is that every day I learn something new.  Both good and bad.  Would love your opinion about this.

About ten months ago, I got two fee paid assignments from a foreign company with offices in the US.  One was a general manager, the other a director of digital.  I placed both candidates.

Last week I got a call from one of the GM candidates.  He had been approached by another recruiter to interview for a digital…

I have been recruiting for 25 years and have just come across a situation I have never faced.  Perhaps some of you have been here and can offer advice.

I have a retained client looking for a CEO in the US.  The fee they are paying me is very significant and six figures, but specifically for this position. The client is headquartered abroad.  The client is very wonderful and upfront.  My initial panel included three people who he is interested in.  They were all flown to the…

We are single industry recruiters in New York City.  We insist on meeting all our candidates in person.  If someone is not within commuting distance of New York, we do Skype calls.  I am shocked at the number of people who don't show up.

Judi Wunderlich posted a good blog this week entitled, "Why Recruiters Get A Bad Rap (a cautionary tale)".  There were a bunch of responses including one from me saying that recruiters should be held to a higher standard.  I thought I would share a story which I originally posted on my blog, www.viewfrommadisonave.blogspot.com.  I thought it would amuse all professional and above board recruiters so I am repeating it in its entirety…

I have been recruiting for 25+ years and just came across a new issue.  If anyone has suggestions, I would really appreciate the help.

I am dealing with the American subsidiary of an Asian company.  They are looking to hire a COO.  The compensation is about $300k, so it is pretty senior.  Now that they have started interviewing candidates, they are telling the candidates that they have a policy of a 90 day trial period.  This is, of course, a turn-off to all the people I have…

I believe in Human Resources and corporate recruiters.  They fill a necessary function at most companies.  They insure that there are no duplicate submissions of résumés, they coordinate meetings, they screen to insure that candidates meet the standards of the job and the company.  However, with respect, they should allow outside recruiters to deal directly with hiring managers when it comes to job specifications and follow up on interviews.  It would speed up the…