Most recruiters by nature aren’t trying to offend people as they go about the job of recruiting candidates for their client customers. However our quest to find the perfect person leads us to find many more really talented “close but no cigar” candidates that after showcasing our opportunity to and gaining their sincere interest we must now let them know that they just aren’t a good fit (insert reason here).

Of course, some people take this better than others, but generically speaking I’ve been finding that executives take it worst of all, and I’m beginning to understand why. These are people who are at the top of their respective organizations, have been given challenge and opportunity throughout their career and have succeeded at every turn. So in their mind there aren’t many positions that they aren’t capable of doing.

This is, of course, both a blessing and a curse. As I’ve been recently recruiting for a Director level role my client has expressed many requirements (ranging from size & scope of organization & role to industry, salary and many others) and in my world (Retained Search) the one with the gold makes the rules, and the client has the gold. So I have very little ability to shift the role or function unless it’s just highly unrealistic (prior lunar landing experience is always a toughie).

So understand that when you speak with a recruiter we are just as hopeful that you’re the perfect match as you are and we’ll work in your behalf to make sure your relevant experience is showcased. However, when push comes to shove if the client wants a skill or experience that you don’t possess, no matter how wrongheaded you think they are for requiring it, don’t expect to get the interview.