Quote:
Originally Posted by ackmondual
Thanks for going into more detail with your post!
These are the main points I'm taking from your reply, along with the differences with your cases are
1) You're hiring at an executive level. Things definitely vary between entry level, experience, and even into upper management (although I suppose it varies form one organization to another, would be what I deem just believe exec level)
2) If you trust the recruiters and/or company you're working with, giving out professional references isn't as big of an issue, which also ties into.........
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Hi, again,....
I thought I was done here but something has come up and I am realizing it is complementary to what I had been talking about and since there are others here and 'out there' who read these threads, I thought I'd add one more point to what I have already said.
I had stressed that sometimes it feels like a wise thing to confirm what I've been told by a recruit by speaking with a reference. I'd mentioned that this could be due to a 'gut feeling' or a sixth sense or maybe the recruiter doesn't read people all that well and needs to hear confirming things from a third party or, in some cases, there is another reason...
Tonight I am looking at someone's credentials who wants to change jobs and I can see from his resume he is what I call a 'high value' professional who would be someone certain companies who hire people like him would be willing to pay a recruitment fee to hire.
So far, so good....except....
....he has several short term employments and that is bothersome to me.
I don't want to be paid and then find some short time later he has left the hiring company prematurely.
(We are not going to define 'prematurely'. Each industry has its own version of what to expect regarding the longevity of a hired candidate. For myself, I like my clients to get their money's worth and although the productivity of most of my hired candidates reimburse several times over the recruitment fee within a year and less, often there is more expectation by a client than just 'being there' to a hired candidate. IOW, hiring an IT professional, for example, to come in and fix something and that is the extent of his/her expected contribution is different from someone who is hired and is expected to be promoted through the ranks over the long term.)
So I have to balance my interest in earning a recruitment fee [to support my lavish lifestyle! LOL] to the possibility I may call back in a year and find my person has been hired away by some slime headhunter.
Or maybe he leaves on his own, it makes no difference.
So in this case, after I speak with him, it will either be obvious why he has short term employments on his resume (discounting the possibility they were contract gigs) or after speaking with him I will either be walking away (better safe than sorry) or I may decide to speak with a reference or two to confirm whatever it is he might tell me about why he has been job hopping.
Based on the reference (and I can find out anything; I'm good at getting people to open up to me) I can then determine if I am 'safe' in representing him or perhaps I should leave him be and let him work with another headhunter (who will almost surely be calling since as I said, he has certain industry strengths that are in high demand).
So this would be another case where I would be asking for references before I send the person on interviews.
As someone here will say, he has a choice in the matter. If he understands the value of being represented by a search consultant so he doesn't have to apply online and depend on the vagaries of a company ATS and the inept screening by a junior type in HR and maybe even has 'used' headhunters before, he'll give me what I need to confirm I am doing the right thing.
And if he is from the crowd of those who does not give out references until he has seen the money, then he will make things easy for me since as I said, it is better to disengage early than follow an intricate recruitment process/path that ends unhappily for my client and me.
He won't have done anything 'wrong'. But with my number of years in this business, I have my ways and he may have his.
Being recruited by a search consultant/headhunter means the recruit's resume lands directly on the desk of the person doing the hiring. So there is a distinct advantage to being represented vs, as I described, hoping an online application will make it through the convoluted processes of a company's HR department.
In any case, I am seeking to protect myself, professionally and also a hiring client who could be somewhat irked with me if this recruit were to di di mau sooner than his intended career path -as outlined by the hiring company- would expect.
So we'll see.
Thanks,
Paul..............
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Recruiter Demanded References
