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Straight Talk for the Recruiting Profession

Articles tagged 'candidatecontrol'

Ask Barb

The Magic Question That Can Prevent a Falloff or Turndown

Ask Barb

Dear Barb:

We have deals blowing up more now than ever before. Our IT candidates know they are in demand and constantly change their minds, disappear, and turn down offers. Our clients don’t want to hear our excuses when we explain we have no control over what our candidates ultimately decide to do or not to do. How do we make our clients realize they need to be more realistic with their expectations, and also have to realize we’re dealing with people who often change their mind? We’re not miracle workers, we’re recruiters.

Stephen Z., Dallas, TX

Dear Stephen:

You can’t make your clients lower their expectations. They will never be

Ask Barb

A Sales Process That Works = Success

Ask Barb

Dear Barb:

How do I teach my sales team to close more placements? We are consistently blindsided by surprises that prevent our deals from closing.

I’ve observed my recruiters as they work their desks and they seem to be doing things right. Is it just that candidates are more difficult and clients are more demanding? It is just not one person who is having problem closing deals, it is my entire office.


Brad S.
Ft. Lauderdale, FL

Don’t Seem to Know. Know

Dear Brad:

I have a few concerns after reading your question.

You stated that your recruiters “seem” to be doing things right. That reveals that your recruiters are not working from the same playbook. There is a placement process that must be followed so details don’t fall through the cracks. Having everyone working their desk following the same process

Ask Barb

I Send Them Out, But They Keep Interviewing

Ask Barb

Dear Barb:

It seems the internet has really reduced our ability to control our candidates. They have no loyalty, and even when we have sent them on an interview with the exact opportunity they said they would accept, they still continue to interview. How do we increase candidate loyalty and control?

Edward S.
Portland, OR

Dear Edward:

If you only send a candidate on one interview, they will schedule interviews

Ask Barb, For Managers

Forget Control. Think Rapport

Ask Barb

Dear Barb:

I’ve owned my business for over 25 years and have always been successful at developing client and candidate control. That has not been the case recently. Our candidates and clients are changing their minds more than ever before. It’s become impossible to control their actions.

Sylia D.
San Jose, CA

Dear Sylia:

I have never believed that we can control clients or candidates. What is effective is your ability to develop rapport based on trust. Technology and the availability of information and networking has made it easier for our candidates to find other opportunities and our clients to identify other resources.

Ask Barb, Candidates

The 5 Questions to Ask to Reduce Your Turndowns

Ask Barb

Dear Barb:

In the past three months, we had several deals not close that we thought were a sure thing. When I reviewed each deal, I couldn’t pinpoint any one thing we were doing wrong. This has been frustrating for not only me but my recruiters. Is there anything you can advise that might help us avoid offer turndowns?

Thank you.

Steven Z.
Chicago, IL
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


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.