Submitting a "known" candidate to your client.

A battle since the beginning of time but what are your thoughts on submission of a candidate to your client that claims to "know" them already but hasn't spoken to them in the last couple years more importantly they are in your clients LinkedIn "Rolodex" but they fail to contact them for the current opening we're both trying to fill.

I will use this as an example...

After identifying a solid candidate for my client, I ask the candidate prior to submittal, (as I do all my candidates), " How he knows of the client and if he has ever applied directly or been contacted by them?"

Candidate response--No, never.

So I submit...

Client response--"I know John Doe..."

My brain---DOHHHHH!

Well after doing some digging with the candidate we realized that he and the client had in fact some minimal contact back at the end of 08 through LinkedIn but nothing more then that...No calls or interviews or anything...just a simple connection request.

My response--"In what capacity do you know him?"

Client response--"He contacted me through a posting via LinkedIn via the "ABC Group" and invited me to link with him. Don’t know the time-line on it though…"

My response--"Right, I found him on LinkedIn but he claimed that he has never applied nor has anyone talked to him from "ABC Company" ever....But still I'm very embarrassed by this as I inform all my candidates where their resume is headed. He did acknowledge that he had some minimal contact (connection request) with you at the end of 08 (after checking his LinkedIn account) but nothing since.

Sorry about the confusion...Curious, why hasn’t "ABC Company" reached out to him for this? And how do we proceed?"

Client response--....to be continued...

Bring it on people I have thick skin and love criticism regardless if I agree with it or not...What are your thoughts on this situation? Im not saying the client is lying or trying to be sneaky she oobviously isnt and people do forget especially candidates that want a new job! lol

Im still awaiting her response to my last reply but nothing at the moment...

How would you guys have handled this?

Thank you,

-C

Views: 271

Comment by Saum Sharifi on May 11, 2010 at 7:45pm
Same thing happened to me yesterday. Had an awesome candidate that I subbed to a position, right on point. I subbed him along with 2 others, but knew his resume was a perfect match. I asked my candidate if he ever applied there...of course the answer was NO. nothing recently. No calls, no interviews, nothing. The client then comes back to us (AFTER WE ALREADY SCHEDULED A PHONE INTERVIEW FOR HIM -- Candidate was happy) , and said "oh he already applied and we already scheduled an interview with him, please cancel the phone interview" ...I called him back, and he was clueless as to an interview being set. He said he may have once "sent his resume" there, but if he did, he wouldnt have remembered. Afterall, candidates all submit their resume to multiple companies via job boards My guess is, the client simply cut corners. They probably knew by his resume that this was someone that they would potentially hire, and searched deep in their database (full of junk and thousands of resumes) and found his application from God knows how long ago...and then came to us and said "no thanks we got it" .

Whatever it's part of the game. Basically, it tells me as a recruiter, next time they need help on a job req, I won't waste my time. Let's work with clients that appreciate our hard work.
Comment by Saum Sharifi on May 11, 2010 at 7:48pm
Same thing happened to me yesterday. Had an awesome candidate that I subbed to a position, right on point. I subbed him along with 2 others, but knew his resume was a perfect match. I asked my candidate if he ever applied there...of course the answer was NO. nothing recently. No calls, no interviews, nothing. The client then comes back to us (AFTER WE ALREADY SCHEDULED A PHONE INTERVIEW FOR HIM -- Candidate was happy) , and said "oh he already applied and we already scheduled an interview with him, please cancel the phone interview" ...I called him back, and he was clueless as to an interview being set. He said he may have once "sent his resume" there, but if he did, he wouldnt have remembered. Afterall, candidates all submit their resume to multiple companies via job boards My guess is, the client simply cut corners. They probably knew by his resume that this was someone that they would potentially hire, and searched deep in their database (full of junk and thousands of resumes) and found his application from God knows how long ago...and then came to us and said "no thanks we got it" .

Whatever it's part of the game. Basically, it tells me as a recruiter, next time they need help on a job req, I won't waste my time. Let's work with clients that appreciate our hard work.
Comment by Chaser on May 11, 2010 at 7:53pm
Right, I couldn't agree more as well still haven't heard back from the client...So whats the best rebuttal you (or anyone else out there) has come up with to battle such a situation...? Obviously it was my hard-work that brought the candidate to the front of the line for consideration....Shouldn't we be awarded for our clients lack of due-diligence?
Comment by Sandra McCartt on May 12, 2010 at 12:21am
One of the first questions and/or discussions i have with a client is , "I am assuming since you are listing this with me that you have already considered all possible internal candidates and have throughly reviewed your database of candidates and do not have anyone under consideration, is that correct?"

Client: "Yes, that is correct"

"Excellent, so any candidates that i present to you after today will be my referral and will be honored as such even if you find their two year old application in a bottom desk drawer?"

There are only two answers to that question.
1. That's correct. (They are now committed or at least more than if it had not been clarified)

2. Well, if we aleady have them in our database we will have to consider them as an internal candidate. ( My answer, "Ok to be sure we don't have any conflicts why don't you do another search of your database and make sure you do not have any candidates that you want to consider before we launch this search so we don't run into this problem then you can commit that if we happen to come up with someone that is a ghost of candidates past you would not have considered them BUT FOR our referral)

It does not often happen that anyone will take the time to dig into thousands of candidates when they think they already did, but if given that suggestion they normally call back and agree to the but for consideration.
Comment by Saum Sharifi on May 12, 2010 at 7:46am
I would also add, it depends the relationship you have with that client. Have you already made placements with them in the past? If so, then give them the benefit of the doubt, and don't risk losing the relationship. However, if it's your first time working with them, count it as a "strike" in your mind....because there's really nothing you can do about it. Back up and ask them some more qualifying questions, such as "have you used agencies in the past to make placements?" etc. Make sure they're worth your time!
Comment by Chaser on May 12, 2010 at 11:41am
Thanks guys I appreciate the feedback...Client is new to me but our firm has worked together in the past. HR is fanilar with this but claims to be too busy to pick up the phone and engage...
Per Client: "I unfortunately do not have time to educate recruiters on what we’re looking for."
Me: "Understood and no worries"
Client: "No time for any of this admin stuff, until you find me the right guy. I’ll look at a resume and in 1-2 min, will know if we want to talk to him."
Me: "Great sounds good and stand by."

Now of course I tried to get a signed fee agreement in place while having this email conversation and her response to that..."Nope, no signed fee agreement in place, you’ll have to go off of my honor and the fact that I play fair."

So right away I know what to expect going in and don't plan to put too much of my time on this because I'm more interested in working with people that want to build a lasting and successful business relationship, where they understand the value in what I do and offer. Not interested in being another "cog" so to speak...I dont pump in resumes hoping they will stick and wont allow myself to fall into that trap!

But getting back to her last quote if she truly plays fair then she should honor the fact that I presented someone of merit regardless if she's connected on linkedin or "knows" him...Other wise we wouldn't be in this situation and my candidate would have informed me..."Hey already interviewed there"...

UGH!!!

Thank you Sandra and Saum, =)

-C
Comment by Sandra McCartt on May 12, 2010 at 1:09pm
EEEEowwwww. "If any bitch sends me an email that says she "unfortunately does not have time to educate recruiters about what she is looking for" I would not respond to the email and i would not on pain of death work with that person. It has been my experience that when anybody starts telling you how "fair", "honest" blah, blah, blah and has the attitude that they don't have time to speak with you they a. probably aren't and b. are just too important to work with liddle ole me so i will take it somewhere else. Drop Ms. importante like a hot rock and move on to another client.

When she sends you an email wondering why you have not submitted any candidates politely mention that you got the impression that she did not have time to work with you effectively so you didn't want to waste her time. If she would like to take a few minutes to discuss the process with you or meet for lunch oryou would just love to come by her office to visit for 10 minutes perhaps you can work for her effectively.

That attitude is one that spells TROUBLE. Let somebody else deal with her royal horses rear and move on. I would let my candidate know that you feel the person is playing games and if the candidate wants to move forward on his own go for it but you are backing off from working with them. They may be wonderful to work for in other departments but your impression has not been a good one. It sounds like you might save your candidate from a disaster. HR and recruiting normally exhibit the attitude of the company in general unless they are rogue bitch with an ego problem.

Go Back, it's a trick. Exit , run , don't look back , bad deal, don't touch it, life is too short.
Comment by Chaser on May 12, 2010 at 1:12pm
ha! I love it Sandra!!!! Thank you =)

-C
Comment by Sunil Suri on May 23, 2010 at 1:45pm
Agree with Sandra. Chaser, I have two points to make:
1. If you are doing charity, then this client can help you meet your objectives.
2. Suggest to her seniors that it will help the organization to outsource her function (role).LOL

Chaser, no offence here: I cannot understand how can you work on a requirement if the client does not tell you what they are looking for? These are the basic inputs.

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