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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'candidatecontrol'

Ask Barb, Relationships

It’s Not Control; It’s A Relationship



Ask Barb

Dear Barb:

How can I establish candidate control faster? My candidates are not providing me with information; they are not calling me back after interviews, and seem to change their minds on priorities without informing me. I’ve had three offers turned down in the past 30 days. I’m tired of working for nothing. It’s almost like this younger generation has no respect for what I can do for them, and think they know more than me.

Sylvia M., Atlanta, GA

Dear Sylvia:

First of all, I don’t believe you can establish candidate control.

Ask Barb

Your Job Is To Figure Out What Will Make a Match



Ask Barb

Dear Barb:
I’ve about had it with my candidates and clients. They are making such awful decisions and saying things that are ridiculous. How do I get them to change their attitudes and decisions without offending them?

Mary Z.
Detroit, MI

Dear Mary:
If you want to experience a high level of success at recruiting, you need to learn two very important lessons:

  • It is not your job to agree or disagree with your clients.
  • It is not your job to agree or disagree with your candidates.

In fact, neither of them welcomes your opinion and often don’t follow your advice. The truth is you never really know who your clients will hire. You can’t screen for chemistry, company culture, and personality.

On the client side, it is your job to listen to the feedback you get from your client and figure out exactly what type of talent they will hire.

On the candidate side, it is your job to present an opportunity that hits this candidate’s hot buttons so they will accept an offer when it is extended. You deal with human beings on both sides of the sale who change their minds. It’s just easier to work with them when you learn not to agree or disagree with them, but rather figure out what will lead them up to an offer and acceptance.

Barbara J. Bruno, CPC, CTS

Jeff's On Call!

A Good CAAR Won’t Take You To the Courthouse



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Hi Jeff

I appreciate all of the useful information provided in The Fordyce Letter every week. There is always something beneficial to our business in every issue.

I am a partner with a search firm in Canada and would like your help with the following.

We were approached to do a search in Vancouver. Knowing that the company was in financial difficulty we declined. Another search firm placed two candidates there (as we were questioning our decision to pass on the search!). The company did shut down four months later, which leads me to this question. Can a candidate attempt legal action against the recruiter in this instance?

Is there a document that we could get candidates to sign prior to placing them in any role that would protect us from these type of occurrences? I would hope that any recruiter would not take on a search where they knew the client was in difficulty due to the risks to the candidates as well as fees not being paid, however these situations are often unpredictable.

Jeff, I thank you for taking the time to reply and hope that this will benefit others.

With best wishes,

Beth C.

 Jeff Responds

Hi Beth,

Ask Barb

Trust Your Candidates, But Have More Waiting



Ask Barb

Dear Barb:

Is it me or are candidates just impossible? There is no loyalty with people these days. I’ve had four offer turn downs in the past six weeks and all of these people were recruited candidates who were not in an active job search. People are just not being honest, and my clients are just as upset as I am when this happens. How can I control my candidates more so they tell me the truth, and accept the offers I get for them? What can I say to clients who are now very unhappy with me?

George M.

Sarasota, FL

Barb Responds

Dear George:

I want to address all of your questions, starting with how you control your candidates more effectively. Your goal should not be to control your candidates, to develop rapport based on trust. What did you do the last time someone tried to control you?

Closing, Interviews

The Parable of the Two Principals: A Tale to Share With Clients



Lone woman at conf table - freedigital

Lone woman at conf table - freedigitalShe’d found her calling as a teacher of kids with special needs. She loved her job, and enjoyed working for the person who’d graciously given her a start. She was constantly engaged, challenged, and acclaimed in this role.

Her commute to work, however, was two hours roundtrip; 10 hours a week, 40 hours a month in freeway traffic. For personal, economic and safety reasons, working closer to home made sense if she could find an equally rewarding position, and boss. After much encouragement from friends and family, my daughter Ryan reluctantly decided to explore alternative job options.

Ryan attended a district?wide job fair for the school system within her home community. She quickly went through second and third interviews, and was invited for final interviews for open positions at two nearby, high?quality schools.

Fees, Interviews

The Best of The Fordyce Letter 2011, #1 — I “FIRED” My Candidate…and Still Closed $27k



yourefired

Editor’s note: Brian Kevin Johnston’s article was the most popular article on The Fordyce Letter in 2011. It originally ran in March.

I “fired” a candidate during the interview/offer process, and I am 100% convinced the only reason I still earned the fee was because… (are you listening?) I emotionally “checked out” of the torment and refocused my efforts on the things in my business I could control, which were sourcing and recruiting candidates for other searches on which my firm was engaged. After nearly fourteen years as a third-party recruiter, I have learned a thing or two about candidate or client control… IT DOES NOT EXIST!

Fees, Interviews

I “FIRED” My Candidate…and Still Closed $27k



yourefired

Last month, I “fired” a candidate during the interview/offer process, and I am 100% convinced the only reason I still earned the fee was because… (are you listening?) I emotionally “checked out” of the torment and refocused my efforts on the things in my business I could control, which were sourcing and recruiting candidates for other searches on which my firm was engaged. After nearly fourteen years as a third-party recruiter, I have learned a thing or two about candidate or client control… IT DOES NOT EXIST!

Relationships

The Myth of Client and Candidate Control



human puppets

“Eliminating One of the Most Damaging Business Practices of Our Industry”

On April 20, 1999, Cassie Bernall, a 17-year-old student at Columbine High School, faced a life and death choice — tell the boy with the gun what he wanted to hear or tell him the truth. Being strong in her convictions, she chose the truth and he choose to end her life. This tragedy is one of the saddest moments of that decade and it holds for us a powerful truth about control over others: we have none. Each and every person we work with has the power of choice and nothing we say, nor how we say it, gives us any dominance over the decisions and actions that individual will make.

Uncategorized

Eliminating Candidates Based on Online Information



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With at least 90% of us regularly tapping Google to dig deeper into candidates’ backgrounds, how many “digital deal-breakers” have caused you to think twice about a candidate’s total package?

On the one hand, it might be odd if your candidate has zero Internet references — no blog comments, published articles, online community participation, or accounts on LinkedIn, Facebook, or Twitter.

But worse than being invisible, according to a new ExecuNet report, is when recruiters are forced to scrap an otherwise suitable candidate because an Internet search reveals potential ethics violations, falsified employment history, felony convictions, shady connections, and more.

In 2005, only 26% of executive recruiters eliminated candidates due to online information. That number jumped to 36% in 2006, and is now at 48% in 2010.

The Executive Job Market Intelligence 2010 is based on simultaneous surveys of ExecuNet’s executive members and the search firms and corporate recruiters who regularly use its services.

Uncategorized

Google Apps for Managing Client and Candidate Communications



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My email inbox is empty…FINALLY!

Well, we finally made the move. I resisted it just like I resisted the iPhone. (I didn’t realize what I was missing out on.)

Last week our recruiting and software business switched from Outlook to Google Apps email. I was so worried I would miss my folders and the interface I grew so accustomed to. Once I realized the goal was to have an empty inbox and my time spent digging for old emails had come to an end, I was excited.

You know those emails that you try to locate at a moment’s notice (where your client committed to something important) that often seemed impossible to find in Outlook?

For companies trying to cut costs and become more efficient with fewer resources, this is a no-brainer.