Recruitment between a rock and a hard place. What would you do?
Louise Triance ⭐️
Recruitment Industry Connector | Passion for Job Boards | Event Organiser & Advisor |
I wrote a similar post to this on my blog back in 2011 and now the same issue has arisen via a recruitment friend. So, here’s a question for you;
You have placed a candidate, Sarah, with a client, Zappy Ltd. Six months pass; you’ve been paid your fee, you are out of the rebate period and client and candidate are happy….
Then Sarah phones you. She is thinking of moving on and wants your advice, as a recruiter, on negotiating terms with her potential new employer. You want to consider your position on this so you say you'll call her later to talk. Sarah asks that you protect her position by not saying a word to her current employer.
However, that very same day the MD of Zappy Ltd calls you to say he’s a bit worried about Sarah. He has a feeling she’s looking at moving on and is worried, with the position Sarah holds at the company, how that might leave Zappy Ltd open to financial loss. The client just wants your advice on how to handle the situation.
So, what do you do? Where does your loyalty lie? Can you do right by both parties?
Managing Director, Audio Visual Recruitment Ltd
10yI would encourage Sarah to work through her issues with her new employer. It's better for her track record and it sounds like the employer is concerned enough to want to make it work. I think by encouraging Sarah to work it out, you are also resolving the issue for your client without risking your loyalty to either side.
Director at Swallow Associates Ltd
10yI have had very similar experiences to this on a couple of occasions and i don't think there is one right answer. Each situation has to be treated on its own merits and loyalty factor is a key issue. On one occasion i relied on my clients integrity and they were able to reverse the situation and keep the candidate. On another i had to remain absolutely neutral and respect both sides demand for discretion and felt pretty unnerved by it. For me it's a judgement call and a very tough one at that. Being a facilitator is often a no win position but i think if you are close enough to your clients and candidates the call you make will usually be the right one. At all times you have to consider the best interest of both parties.
Global Talent Acquisition Leader | Digital Innovator
10yIf you've done right by both in the first instance i.e. genuinely placed a candidate in a role you feel fits with their career goals/aspirations and a candidate with a client you feel fits their ethos and possesses the right skill set for the role, YES, you can do right by both parties (and in my opinion, you have a duty to). With confidentiality in mind, suggesting you get them together, look again at why you spoke to the candidate about the role in the first place, revisit the reasons why they joined, what promises were made and why it was right 6 months ago and then give the client a chance to sell against this and take any necessary course of action to try and retain the candidate is the way forwards. Like Christopher Gibson says, let nature take it's course but in my opinion, the role of a real CONSULTANT doesn't stop when the candidate walks through the door.
14 years of experience helping great companies hire exceptional talent in Life Sciences
10yI would suggest getting the two of them to have a conversation together. Don't get directly involved, but tell the candidate that if she has issues, then she needs to speak about them before doing anything drastic. And then tell the MD that if he is concerned about her leaving, then he needs to find out what the issues are and see if he can resolve them. Then let nature takes it course, it will either work out or it won't. If it does, you look great to the hiring manager and the candidate. both will be appreciative of your advice. If it doesn't, then you have another role to fill!
Job adverts, not job descriptions.
10yI wouldn't offer advice to either of them. The MD I'd tell that staff retention isn't my area of expertise, recruitment is. To the candidate I'd tell her that given that I'd received a fee for her working there, I'm not comfortable being associated in any way with her leaving, and I'd then refer her to someone else who could help.