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Permalink Reply by Michael Glenn on March 13, 2009 at 11:59am

Push the interview in NY first. Tell your client that he is GOING to be submitted to another opening, but they have first dibs on him. AFTER the second phone interview, send him to the other client ASAP.

Tell your candidate that you have another position with another client AFTER the 2nd (phone ?) interview.

If the NY client wants to interview him f2f - try to maximize his time and get him a f2f interview with the Maryland client.

May the best man win!!!

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Permalink Reply by Ryan Leary on March 13, 2009 at 12:04pm

Good call! Take what is clsoest to the money...


See_Jane_Recruit said:

All good points, everybody. I think that I have a latent fear that once he hears about the positions in Maryland he's going to make them interest #1 and the NY job will become his second interest. Right now he's the only candidate we have going for a second interview with this client and they aren't the type to "courtesy interview." The client actually put the order on hold yesterday because they feel their pipeline is full enough but then they came back and decided to schedule my guy with the hiring manager. I don't want him to pull away and burn a door with the client...I guess my strategy is going to be to make sure he knows that he is not guaranteed anything and should treat all opportunities seriously.

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Permalink Reply by See_Jane_Recruit on March 13, 2009 at 12:15pm

Whew. Thanks for the advice everyone! I can't believe I quit smoking while in this career...

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Permalink Reply by J Stedman, CPC on March 13, 2009 at 12:47pm

Now you know why you get paid the big bucks.

Just when you assume a candidate will ace an interview they screw it up. What is his motivation for leaving his current company? I assume he is employed or is he unemployed? Has he relocated before?

I'm curious why did he discuss his housing arrangement with an employer? My housing arrangement is nobody's business but mine. It appears he did...why? Was that an interview question by the employer...I don't think so. If he volunteered his personal housing arrangement...for what gain...for what reason...how does that enhance his ability to do a good job? How does his housing arrangement affect his performance on the job?

This is all about properly preparing your candidate for an interview. Your issue is a popular one. So popular I've had to prepare my candidates where a relo is involved not to bring up their housing arrangement. Actually it is none of the employers business.

When I prep a candidate I don't assume the candidate will do well or ace it. EVERY CANDIDATE WILL BE PREPARED. I try to cover everything that could go wrong. I don't always succeed. The candidate prep can take several lengthy calls. Multiply calls at time.

Mr. Candidate..."please DO NOT volunteer any information that is not directly related to your ability to perform the job in a professional manner".

I am glad to hear it worked for you. I hope you get a placement.

As far as presenting another opportunity to him...it depends. It depends on allot of things. I would need to know more about the Maryland position before I could make a logical decision.

It is my assessment you cannot over prep a candidate for a telephone or personal interview.

Jody Stedman, CPC

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Permalink Reply by Cindy on March 13, 2009 at 12:51pm

If he's interested, better to send the candidate yourself than for him to find out about these opportunities on his own or through another recruiter. I have had clients find out that candidates were interviewing at multiple companies through me and get upset. I explain that it's my obligation to find the right people for all of my clients and that they have an advantage that the candidate is working through me because I can let them know exactly what's going on. If the candidate is likely to take another opportunity, I can search for someone else and save my client time.

I've seen other recruiters hold back opportunities from candidates only to get burned because they sent their resume themselves or from another recruiter.

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Permalink Reply by Jerry Albright on March 13, 2009 at 4:48pm

I'll try to offer advice without being too wordy here....

Until you have PLACED your candidate you need to send him out. If he is considering other options (and he is) they should be YOUR options.

If your client is open to seeing more candidates - they should be YOUR candidates.

So I'll go against most replies here and say this - you should be sending that candidate to every position that fits their criteria.

P.S. If you don't - someone else is going to - so then your candidate gets the job in MD through another agency and you'll find yourself feeling pretty bad.......(it has happened to me before.)

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Permalink Reply by See_Jane_Recruit on March 13, 2009 at 4:49pm

Hey guys. I feel I have made a good move. I did a really thorough interview prep with my candidate for this second interview in NY. We discussed the company (he did his research, thank God) and I gave him some background on his interviewer. We did a few sample interview questions to get his brain jogging and I critiqued him on what to stress in the interview and where to hold back. I pumped him up to get him excited and confident. Then I brought up this other opportunity in Maryland and, believe it or not, despite the money he's a little more interested in the position in NY! It's more in line with his career path. Ya never know what people are thinking unless you ask!

J Stedman: it's actually very common in my industry for people to relocate for jobs. The interviewer brought it up because she has been burned in the past by people who were great and excited for the position but then decided they didn't want to move when there was an offer on the table.

Sandra: good point about talking to my Manager, first. That was my first instinct but I held back because our model in our firm involves Client Side Recruiters and Candidate Side Recruiters, which creates competition on two levels. There is some crossover here but I do not deal directly with clients. Advice from anyone here would be very biased and I was going for more of an unbiased advice. Plus trying to get my manager to sit still for a minute is like trying to nail jello to the wall.

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Permalink Reply by Jerry Albright on March 13, 2009 at 4:57pm

Jane - (I'm assuming your name is Jane) this part of your reply makes me sad:

Plus trying to get my manager to sit still for a minute is like trying to nail jello to the wall.

Hearing about any manager who is too busy to sit down and talk about a send-out (several actually) bums me out. I fondly remember sitting in my bosses office with my notepad any time I was strategizing my next step. We would light up a couple of smokes and get to it! That is how I learned.

Every placement is unique. They're like snowflakes, really. You never know what sendout is going to be your placement until it reveals itself to you........

Sorry your boss is too busy to share in these things with you. I really mean that. Feel free to call me directly any time you might need some input.

260-347-1715

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Permalink Reply by Charles Haines on March 13, 2009 at 5:09pm

Maureen asked a really good question about who is paying you. Well, if these are contingency searches, no one yet because you're working at 100% risk. Granted the fee will come from a company, not your candidate, but if you client hasn't paid you a retainer then I would suggest that your loyalty be to yourself and you do what you need to do (ethically) to make a placement.

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Permalink Reply by See_Jane_Recruit on March 13, 2009 at 5:11pm

Jerry, I do not mean to be misleading about my boss. He's a super guy and has provided invaluable experience and knowledge to me and has afforded me a great opportunity to work here. I was more speaking to his personality. He kind of reminds me of Bugs Bunny. He's always popping up all over the place! He has a large group of Recruiters to manage AND he still actively recruits clients and candidates! Perhaps this speaks a little bit to the timidness in me...

Thank you for the offer to provide help and guidance! I really appreciate it. I am heading home to wrangle my two-year-old but I will give you a call next week!

Thanks, everyone! Have a good weekend!!!

Jerry Albright said:

Jane - (I'm assuming your name is Jane) this part of your reply makes me sad:

Plus trying to get my manager to sit still for a minute is like trying to nail jello to the wall.

Hearing about any manager who is too busy to sit down and talk about a send-out (several actually) bums me out. I fondly remember sitting in my bosses office with my notepad any time I was strategizing my next step. We would light up a couple of smokes and get to it! That is how I learned.

Every placement is unique. They're like snowflakes, really. You never know what sendout is going to be your placement until it reveals itself to you........

Sorry your boss is too busy to share in these things with you. I really mean that. Feel free to call me directly any time you might need some input.

260-347-1715

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Permalink Reply by pam claughton on March 13, 2009 at 5:22pm

As usual, I totally agree with what Jerry wrote. By sending him to both clients, you are servicing both clients and the candidate by giving everyone options. If your candidate is pending with a client, unless it's at offer stage, you should keep that candidate interviewing. I don't really think it's fair to the candidate or second client to not tell them about each other, it's kind of like playing god and it can backfire, because if you don't introduce the candidate to that other client, someone else might! And, as you found out, you never know what they will like or not like until you ask them. Sounds like things will work out well hopefully!

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