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The Fordyce Letter

Straight Talk for the Recruiting Profession


Interviews, Relationships, The Business of Recruiting

Recruiters Need to Follow Through


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photo: Deputado Bruno Covas

As a recruiter (whether retained, contingent, corporate, executive search, or independent), there is “No Acceptable Excuse” for not following up or following through with a candidate.

By failing to do so, your actions are contributing to the further erosion of the reputation of our profession and are fueling the negative perceptions presently associated with recruiters.

Would you ever not follow up with your client or employer? Hell no! After all, the client is generally the proverbial “pot of gold” derived from a successful placement. Would you not give them a status report? What if the client is the hiring manager/decision-maker who expects you to find the right candidate, and you fail to follow up to inquire about their acceptance of a candidate that you presented? What if the client is actually your employer and your future is contingent upon your performance in your role as a recruiter? If you answered NO to any of these questions, why then would it ever be permissible to not follow up with your candidate?

I’ve read numerous articles about lack of follow up by recruiters and have listened to hours of disgruntled deliberation from job seekers and candidates alike who have encountered the likes of those recruiters who practice this irresponsible behavior. I’ve also responded to numerous communications and correspondence with candidates who are asking me why these behaviors are condoned in the industry.

I therefore ask myself why they can’t have the same expectation of follow up that anyone would require from their doctor. Let’s take a look at this process for a second.

It’s Like Physician Follow Up

Being pre-screened, participating in an initial qualifying interview by a recruiter, and/or waiting to hear if you have been accepted for a position can be equated to going into your doctor for an annual physical or check up. S/he conducts a series of Q&A (fact finding), inquires about your history (experience) and overall health (qualifications), conducts some preliminary tests (personality and skill assessments), diagnoses your symptoms (evaluates), sends off the tests for review and analysis (decision maker review), and schedules a follow up appointment if necessary (second interview).

While you are in the office the doctor indicates that s/he has performed specific tests as s/he believes it will help to further explore/rule out potential concerns (qualifying criteria). Your doctor says that s/he will be back to you in about two days to advise you of the test results (client or decision maker ruling).

You’re nervous — consumed with the desire to know the outcome of the test (first interview). You wait desperately to hear if you will need to come back to the doctor’s office for a follow up visit (second interview)! You’re anxiously awaiting the results as promised from your doctor or his/her office. Days and days go by without any communication so you leave several follow up calls and messages. Yet it appears that your doctor’s priorities are not aligned with your personal need for answers or closure. This is your health (career/ future), after all. Don’t you deserve to know the outcome of your efforts from the professional that you selected to deal with?

I like to call this torture “TLS,” or The Limbo Status. Put yourselves in your candidates’ shoes. How would this make you feel? Probably stressed enough to go see your doctor!

When someone applies for a home loan, a new car, a credit card, or countless other scenarios, these organizations and their representatives are expected to follow up with the applicant to advise them if they were approved or failed to qualify. Why then do some recruiters feel they are absolved from this critical and essential responsibility?

In Their Shoes

Don’t believe for a moment that the candidates are not taking note and know which recruiters fall into this category. They know who you are based on their experience working with you! And trust me: they talk amongst themselves just like recruiters do.

Someone once wrote to me asking if there was such thing as a blacklist for candidates. The case presented was a candidate who failed to accept a position that recruiter “A” represented them on and ended up taking a different opportunity from recruiter “B.” Recruiter “A” threatened the candidate, indicating to the candidate that they were placing them on the blacklist! Threatening that no other recruiter would ever represent them going forward because they were on “The LIST!” You’re kidding me, right? Do some recruiters actually use these tactics on their candidates? Has our profession really fallen to this level?

Here’s the danger: The same could hold true for candidates. They could easily (and some already have!) start a blacklist of recruiters who fail to provide common courtesy in the execution of their profession. How many future referrals would be received, how long would a recruiter stay in their role or be in business without respect from the candidate community?

An industry colleague of mine and renowned author of The Savage Truth, Greg Savage, recently coined the following phrase in an article he wrote: “Recruitment — it’s not speed-dating.

Greg is correct. Candidates do not want to participate in a quick data mining process or sourcing tactic merely to enable achievement of uploading their information for use at a later time. Candidates want to work with recruiters who:

  • Have the time to establish a long-term relationship,
  • Fully understand their skills,
  • Have actual open reqs that may match their skills set, and
  • Will follow up with them accordingly.

Candidates expect honesty, integrity, and ethical behavior from those whom they elect to represent them on their job search. Recruiters should not enter into a relationship with candidates under false pretenses. If you don’t have a legitimate opportunity or the candidates skills are not a match, tell them. At minimum, send an email, pick up the phone, or a toss a carrier pigeon into flight with a post-it note strapped to its leg. Something, anything that even remotely resembles following up!

We’re Not All The Same

Let me be very clear that this is not about all recruiters. It represents a small percentage of shingle-hanging “self-appointed recruiters” who, now that their sign is hung and they’ve secured free business cards (ordered from Vistaprint), proclaim to the world, “Hey look at me. I’m a recruiter.”

In my humble opinion, I find that a healthy percentage of these recruiters fall into a few categories. The first are former recruiters who may have only dabbled in or were new to the industry but were downsized and decided to go into business for themselves. The second set of recruiters, for whom I still hold out a good deal of hope, may simply have never been properly taught, coached, or mentored in the critical skills required to be an effective and professional recruiter. Or perhaps they were trained, but have just failed to continue applying those learned skills in their present capacity as an independent. The final and newest group I’m uncovering are those shingle-hangers who aren’t even from the industry, who may have seen an ad on the Internet or a social networking site suggesting that recruiting was an easy fun and a quick money maker. These are the most damaging of all in this performance-critical industry.

Recruiters I’m referring to need to accept the responsibility and take ownership of their profession and the service offering they provide to the candidate community. If they are not willing to do so, perhaps they should consider finding a new career opportunity — one in which they will not be held accountable, one where they will not have any responsibility to build, foster, or maintain relationships, or be required to have those difficult follow-up discussions with their candidates. A new career where they will no longer serve as a detriment to the profession! Perhaps a submarine screen door manufacturer.

The time for this practice to stop is now, the time to start making a difference is NOW!

There are countless unemployed Americans today who are reliant upon your professional expertise, assistance with, and representation for a limited number of available jobs.

Many of these displaced, downsized Americans have not had to actively pursue a new career for a decade or longer. They are no longer well versed in the technology available, have not architected a technically savvy resume, and do not have a clue on where to start in this highly competitive landscape. Candidates should not have the added burden of enduring the lack of professional courtesy from those who are in the profession of helping others find work. They have enough on their mind with trying to secure gainful employment in their field so that they can keep their home and provide for their families.

Change your behavior, change your attitude, and send a resounding message to the candidate community that you are one of the elite recruiting professionals who have taken ownership and responsibility in your trade. Follow up persistently and consistently, and with the belief that for this single moment, you are equally as important as the family physician. Here’s to your health, and to that of the recruiting industry.

Stephen DuFaux has been in the recruiting industry for eleven years and has served in a variety of capacities covering all aspects of staffing, including recruiting, account management, business development, and multi-branch operational management for national staffing companies. His experience covers a wide range of niches from light industrial, to clerical & admin, to healthcare. Stephen began his career with Tandem Staffing in 2000, and in 2001 he moved over to Medical Staffing Network as a National Director in an operational role over two divisions. He joined Snelling Staffing in 2008 as an RVP/Director. DuFaux has been instrumental in providing direction, coaching, and mentoring to develop highly successful sales and recruitment teams. He is a deeply accomplished and results-driven executive with an exemplary record of success and advancement, driving high value revenue and profit gains, cost savings, and improved organizational sales initiatives. Stephen is a passionate advocate for the staffing and recruiting industry with a consummate desire to make a difference in reversing the negative perception of the industry and the services it provides. This involvement includes orchestrating and developing a highly recognized and respected social networking platform; “the National Staffing & Recruiting Industry Association" - NSRIA. In addition, in 2010, DuFaux accepted a seat on the Board of Governors for the Recruiters Guild.
  • Karen Walker

    Well said, Stephen, well said!!

  • http://www.inboundrecuiter.com Brian Kevin Johnston

    “No Excuse” for “not following up” is 100% correct… Its called “service”….Best, Brian-

  • Katherine Dabrowski

    I am really glad that you had brought this subject to light. All too often Recruiters fall into ill mannered practices and forget that their role, in essence, is based on a sales principle. Recruiters are closers. It is their responsibilty to find the right candidate for the position. This responsibility carries a lot of weight with it; the integrity and reputation of the company. Recruiters are the first impression a candidate has of the company. This initial, consequently crucial, interaction more often than not is the deciding factor whether a candidate chooses to accept an offer from Recruiter A or from Recruiter B. The candidate will be sold on the company and the prospective opportunity if, and only if, they are sold on the recruiter.

  • Jill Lutsky

    Without our candidates, we would not have jobs. This message is so important and a great reminder to all recruiters about treating every candidate with courtesy, dignity, respect, and follow through whether that candidate is ultimately hired or not. Great article Stephen!

  • Stephen DuFaux

    Jill,
    Thank you for your support of this article and for taking the time to review. Spot on point about “there would not be a need for recruiters – without candidates in need of our services.”

  • Stephen DuFaux

    Katherine,
    Absolutely, recruiting is sales! You are correct; recruiters have been trained to be and should be very effective sales people. They need to not only sell the clients or company but also sell the candidate on why they should consider that company an employer of choice. In my humble opinion, I believe that two aspects of selling that has been overlooked are selling the client on the candidate- thus representing the candidate with as much vigor as they do when they represent the client. At the same time, should incorporate the human touch in their dealings with candidates. Second, the recruiter also needs to sell themselves as a professional. This can lead to referrals, and building their reputation in the industry. Not to mention what it does for the company that recruiter represents. Failing to follow up or close the interaction will do more damage than the initial howdy-doody call that is made on the front end..

    Thank you for your contribution to this post. I appreciate it.

  • Stephen DuFaux

    Brain,
    I am honored to have your support in this endeavor and to realize that there are allies’ that exist Allies who also want to make a difference in the execution of skills that are required for the recruiting industry. “Service” has in deed seemed to have fallen by the way side I believe this is a result of the additional overwhelming responsibilities that have been placed on recruiters by companies; after the economic reductions in force started in late 2008. But as with everything- change is inevitable and requires immediate adaptation.

  • Stephen DuFaux

    Karen,
    I am humbled by your enthusiastic support. Thank you for being on the bus with us!

  • http://www.hessjobs.com Herbert Hess

    Great analogy with the medical profession. Been doing recruiting for a very long time and sometimes getting back to the candidate(s) falls through the cracks and it happens to me and I know why. If the person wasn’t the “chosen one” I am bringing them bad news and I don’t like doing that. But you
    are correct. It is part of the job – tough as it is – and it
    is what differentiates the professional.

    Thanks for reminding me.

  • Stephen DuFaux

    Herbert,
    Thank you for your feedback on the analogy – it seemed an appropriate correlation that might be easily assimilated. You are to be commended on your self reflection and admittance that “sometimes getting back just falls through the cracks”. It happens to us all! Being cognizant of it and working to reverse the behavior however- says a lot about a professional. Change does not happen unless we initiate it. Thank you for making a difference.

  • Rdbertsch

    Thank you for addressing issues that face recruiters. The job of getting back is tough but it has to be done.