Reason For Leaving Question

I just got off the phone with this candidate- She seems relevant for one of my positions.

When I delved, she volunteered that she was let go from her position on Monday. Her boss just said it's not working out. Kept his head down on papers on his desk as he delivered the news. (Prick)

She was kind of shell shocked and did not probe. The HR person then escorted her out and said that she did not know the reason either. Reviews were positive, etc.

She has a stable work record and was with the previous company for 5 years before this one. (around 9 months).

My quandary is how do I present her? My HM is going to want to know the RFL (reason for leaving).

I told her she should demand a reason from HR. I am not a lawyer but I feel she deserves at least that. Otherwise, it will hinder her ability to move on.

Once we know the reason, I'm sure we can overcome it.

Your suggestions?

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Replies to This Discussion

Permalink Reply by Sandra McCartt on October 25, 2011 at 7:01pm

Shit happens, the best thing to do is shovel it and get on down the road. The reason it was my call is that this client knows that i know who i work for and when it gets dark and late i will act in the best interest of my client even if it did freakin cost me 36K. They will also listen if i throw a fit that they need to move forward with a candidate they think might be iffy.

The good news is i have another candidate already reviewed and interst expressed. Never go into a rumble with only limited fire power and never forget to have a backup if possible. The time to play the backup card is after the first ace gets trumped.

Another one will close tomorrow after months of work and there is no relo , candidate is not working so anticipate this one to go smoothly unless she wins the lottery tonight. Why did i say that....shoot me. :)

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Permalink Reply by Sandra McCartt on October 25, 2011 at 7:23pm

It's still pretty standard in this part of the world and in this industry. Normally they will either bonus for COBRA or pick up the tab for a short term policy. He shot himself in the foot when he started asking for temp housing to the tune of 3K a month and mortgage payments and closing costs and moving cars for his kids when the distance is about 100 miles.. He lost credibilty after it had been discussed with him by yours truly and eveybody he interviewed with in three seperate interviews and then me again.

Would rather have it blow up now than worry about him waking up in 60 days and saying he just couldn't afford to move his family or his house didn't sell or his bicycle chain froze and he lost his frisbie, quit and go back home. I don't have many turn downs and i have fewer fall offs. Would rather send them back to Disney before the show than have to buy the popcorn for the next six months.

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Permalink Reply by Amy Ala Miller on October 25, 2011 at 7:48pm

that sucks Sandra sorry to hear it... these gurus and their bad advice! I'm in the middle of an offer and the guy is asking for (HIS WORDS) "only 16% more than what you put on the table". We offered 60K... that sound you hear is me banging my head on my desk hoping to knock myself unconcious before I tell him what I really think.

Bill don't even get me started on insurance issues. We're archaic. :)

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Permalink Reply by Bill Schultz on October 26, 2011 at 9:37pm

How can companies justify the 90 day wait for benefits? Besides "that's the way we've always done it" or "industry standards".

I don't get it.

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Permalink Reply by Valentino Martinez on October 26, 2011 at 11:41pm

@B--companies, thanks to their insurance companies, probably base the “90 day wait before benefits are allowed” from probabilities studies that show a high likelihood of new hires dropping dead on-the-job, on average between during the first 60-80 days…particularly in “fast paced jobs” (quote you often see in job descriptions suggesting shit happens here). If they can get passed the first 80 days alive stats show they'll live a bit longer so they're keepers. So they’ve added an additional ten days to catch any stragglers....in the first 90 days.

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Permalink Reply by Sandra McCartt on October 27, 2011 at 11:30am

I see the 90 day wait in industries where they have a large number of hourly employees who traditionally have a high turnover rate in the first 90 days so it would take two full time people to get them on and off insurance. It is my understanding that it has to be the same for all employees so nobody goes on benefits until after the 90 day probation period.

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Permalink Reply by Amy Ala Miller on October 27, 2011 at 5:50pm

Who knows... all I know is Mr. 16% got 62.5K instead of 60K and liked it. Of course now I have to get 14 approvals on the "revised" offer letter.

WTF (and not Wow That's Fantastic)

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Permalink Reply by Sandra McCartt on October 27, 2011 at 9:35pm

Well ain't he just a negotiatin' dude. When he signs the offer letter i would have to say something to him like, Wow you sure traded tough for $1.42 an hour.

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Permalink Reply by Bill Schultz on October 27, 2011 at 9:45pm

lol @ wow that's fantastic

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Permalink Reply by Amy Ala Miller on October 28, 2011 at 1:06pm

lol Sandra that is the saddest math EVER... my husband, who still hasn't grasped that as a corporate recruiter I get a salary/bonus instead of commission like the good old days asked what my "take" of this deal was. The only thing I got out of it was a headache.

@Bill - whatever happened with your candidate from the original post? Did you present her? I need a happy ending. :)

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Permalink Reply by Bill Schultz on October 28, 2011 at 1:37pm

yeah she's presented. but shoe's kind of an opportunistic hire so I have to push hard to get her in there. Right now, it's not on top of the lst which includes:

1.refill falloff

2. 3 Product managers

3. fly way tues,

4. mai tais

5. beach