A hiring manager sent us an email after we submitted a candidate. He said that he was already aware of the candidate, so he doesn't feel that he should have to pay a fee. The candidate informed us that he had no conversations with another recruiter or anyone from the client company. When we inquired as to his meaning of being aware, he indicated that a day earlier he discovered that the candidate viewed his LinkedIn profile and he in turn viewed the candidate’s LinkedIn profile. His next step was to contact the candidate via in-mail.
Does anyone have this particular feature on their LinkedIn account and was it sold for the above purpose?
Again, the fact that someone has simply 'viewed' a person's linkedin profile or an organization's website, does not a SUCCESSFUL 'match' or recruitment search make.
Seeing as YOU introduced the candidate's resume and recommended them to the client (after doing a rigourous recruitment search, and ideally speaking with the candidate previously), what would be the harm (now), in contacting the candidate immediately, letting them know that you introduced their file to this client, and simply ask the candidate to contact you...should the company attempt to reach them?
The benefit of the candidate doing so, is receiving YOUR committment that you'll be able to better brief them on what the company is looking for, what the job entails, and other key factors that would enable them to SUCCESSFULLY interview for this job, and hopefully 'ace' an offer (vs. them going in 'cold' the other way.)
What's the harm in the candidate saying "yes, i've spoken to Ken already about this opportunity - several times, and I was waiting for his call to set up an interview."
If the client attempts to set it up an interview directly with the candidate anyway, what would be the harm in the candidate saying, "thank you asking about my availability, I'll have to check my desk organizer at the office....just have Ken call me to set something up...in the morning."
It would show that both you AND the candidate are on the same page, you've spoken to them at length (ALREADY) to get them 'motivated' and open to this superb opportunity. I doubt if the 'client' would persue it further without your input and assistance.
The bottom line is that this client is being absurd in thinking that just because someone 'viewed' their profile online that the candidate would be immediately interested in any job that the company may 'throw' at them - which is not true. Your position is that the candidate only SAW their web presence because of YOUR advocating about their open position. All it would take is ONE candidate to say 'no, it would not be right to go around Ken...' to be effective and stop this nonsense.
Act now to establish the ground rules with this client or let them TRY to get the candidate's cooperation (after you have already gotten the candidate's committment to do nothing without your involvement.)
I know the BrightMove ATS has a Linkedin feature that adds candidates directly from LI into the ATS...essentially creating a LI database within the company ATS. This was designed for ease of importing candidates to the ATS, but could be used to exploit LI as Ken is suggesting. But no, LI doesn't really have a backend recruiting/matching feature.
On the flip side, it's pretty silly thinking as a recruiter that the HM won't be doing his own search in conjunction with that of a staffing firm. Many account managers within recruiting firms will try to work nearly any possible opening in this economy. They will push for details of the job and will run the opening even if the client isn't on the same page. If the client just started their search, it would be naive for a staffing firm to not give them a chance to look internally and/or on their own for a week or two. The last thing you want to do is drum up all this interest with candidates to find that the HM got an internal candidate referral.