How do you handle from the client we don't share a salary range?

Here is my new dilemma so to speak. I am helping a law firm locate a candidate in IP with an undergrad in chemical engineering. The job order said 1 to 5 years. I talk to a great candidate with the required under grad. It would be a relocation for him but he seems interested. I ask him what his salary range is. After hanging up with him I call the client and leave a message for the recruiting coordinator with my presentation and salary range. I get an email back saying that range is out for them and oh by the way we want 2 to 4 years even though the job order says 1 to 5. I email back and ask very nicely since that salary range was out could she please share with me the range that they are looking for so that there are no disappointments down the road. The answer was no she could not but they were competitive with the market.

How do I handle this? I have had lots of thoughts going through my head and realized that I need to make about the law firm and not about I work on contingency. Something to the effect that I know the Partners are really busy and would hate to see them spend their time interviewing a candidate get excited about said candidate only to lose out because of salary. It would better knowing if you had a hirable candidate before everyone went through all the interviews and possible flying in to find out that his/her salary would not work.

Thanks. Any advice would be sincerely appreciated.

Theresa

Comment by Theresa Hunter on July 17, 2012 at 3:44pm: Life with Attorneys never and I do mean never a dull moment!! : )

Comment by Pacific Recruiting on July 18, 2012 at 3:30pm: I'd work on a different search, Theresa.

Comment by Theresa Hunter on July 18, 2012 at 3:36pm: I understand and would probably do so but have just a bit of time involved in it already. I have one candidate that I am going to be interviewing this afternoon. I will present and see what happens. This firm may become a source instead of a client.

Comment by PJ Cunningham on July 19, 2012 at 12:55pm: I know I am getting into this a bit late - and I have certainly enjoyed all of the suggestions so far...but here is one I did not see...... Perhaps the salary was too high for THAT particular candidate but would be fine for one with more of what they think they are looking for in the ideal candidate? Meaning, the salary can be based on so many factors - whatever their hot button is at the time essentially. Consider asking...what would the candidate need to look like on paper and in the interview in order to pay the salary (they just declined)? Kind of a fishing expedition but they should be skilled in that, shouldn't they? And Sandra.....LOVE your story.

Comment by Theresa Hunter on July 19, 2012 at 1:10pm: The salary was too high for the position and they had changed the years they wanted as well. Since they were going with a lower year requirement it have helped to have had a range so when talking with candidates I could have known right away if it was a waste of time or not. Nothing worse than getting a candidate all excited about a role and than be told sorry salary is not going to work. The candidate looks at me like I don't know what I am doing as I should know what the salary is. I look at it this way. When you decide you would like to buy a house your usually have a budget or a price in mind. When you go out house shopping with the real estate agent they don't say we don't tell you what they house cost until we get into the offer stage. Think about the time you have wasted or looking at homes not in your price range or let's say you find the house of your dreams you are excited it is exactly what you want. The real estate agents calls and says here is the price and it is $75K over what you can spend. No house. That to me is what this is like. All I ever hear from law firms is our partners are too busy to take time to talk with every recruiter who calls which is why you work with us in recruiting. OK makes sense to me so why than would you want to have the partners take time away from their busy schedule to interview someone without knowing you can afford to bring them on board. If it is a relocation it is even more time consuming and expensive to do so without knowing whether or not you are in the salary range of the candidate.

Comment by Theresa Hunter on July 19, 2012 at 1:16pm: Just thought I would give everyone and update. I did a candidate interview last night and followed up with a presentation to the client. No mention of salary. Got an email this morning they would like to see the resume and transcripts. Good so far. I will send transcripts tonight. His salary range is good based on what I know so far. I will let you know if we get to the interview stage.

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