Utilization

Use me –please.

You’ve just made the big decision to engage me on a search. It’s for a critical role in your organization. A highly specialized position with a lot of visibility company wide. You’re going to potentially pay me a very large fee and you may have already invested in a retainer to get us started. You have a sense of urgency. So why aren’t you using me to your greatest advantage to maximize the potential for a great hire?

Most of the time I believe the days of recruiters sending resumes and waiting for results are over – at least at the senior levels. In my own recruiting world, I am blessed with clients who understand and appreciate the depth of experience I bring to the table and tap my expertise to it’s fullest capabilities. But every so often, along comes a client who delegates the process to an internal resource, communicates poorly and/or prefers to be adversarial rather than a partner. I rarely ‘catch’ such projects, but when I do, I often find myself regretting the assignment.

Life is too short to waste on ungrateful clients or people.  A client who sees their recruiter as only a tool in their process, either has hired the wrong recruiter, or likely places a low value on the relationship. Often, the way the client treats the recruiter and their candidates through the interview process, is indicative of how they treat their employees. Call me old-fashioned, but I believe ‘the feel good’ still counts. The recruiter is intended to be a value add to the process. You’ve committed to a substantial fee for performance, so why not maximize the service?

Our mission is to advocate for you, shepherd your candidates through the process, negotiate fairly and close the hire. Lack of communication, direction and feedback is not only frustrating to the recruiter, but unsettling to the candidate. A company that lags in follow through and communication risks losing great potential hires and gives a negative message through the interviewing process. A seasoned recruiter recognizes the reflection this bad behavior has on the company and consequently, on them.  A successful recruiter is successful primarily for his/her ability to create and maintain trust.  Individual trust is the foundation and the rock we rely on when and if a process goes awry.

Trust and credibility throughout our market place is what opens doors. If a candidate knows he/she can rely on your word and the quality of your assignments, there is a better chance they will return your call and consider an opportunity. Alternately, if a client knows they can rely on the quality of your referrals, they will be more apt to interview your candidates. This is where the value add comes in. The executive recruiter is a reflection of the company they represent. If the company treats the recruiter shabbily throughout the initial interview process, what does it say about the company overall?

Unfortunately, some companies are lesser evolved in this department.  It’s often a reflection of the corporate culture from the top down.  As my recruiting practice matures, I have become more selective about who I work with and represent. I don’t accept being treated poorly in my personal life, why would I do so in my professional life? Same goes for my candidates. If they take the chance of risk with me, it should be a positive and potentially fulfilling experience.

So, my loyal and valued clients, please continue to use me. As for the rest, thanks, but no thanks!