🤬No matter WHAT your weasly manager tells you, you are NOT in a position to CONTROL your candidates It's not a PlayStation game. 🕹 You're not Alan Sugar. 🫵 They're grown ups with rent to pay and mouths to feed. And flipping opinions that they're entitled to! I'm sick of saying this. ⚡️ We're not Gods. 🧙♂️ We're not meant to be mind-bending mystics. 🙄 We don't hold that much influence. 👊Get over yourself & present facts not recruitment piffle. Your candidate will not do something because YOU want them to. They'll do it if they think it's right for them. Some counter offers are out of the blue. 💰Not all are about money. 💡Some come because it's a much needed wake up call. 😬They are NOT always awful. 🤷🏻♀️No, people might not stay forever but who does? Everyone leaves at some point. Interview no-shows - largely down to the candidate. 🤷🏻♀️ Some won't tell you because they've NO relationship with you. 🤷🏻♀️ Some can't tell you because they HAVE 🤷🏻♀️ Or because you've confirmed 25 times already and they know you'll harangue them if they say no. 🤷🏻♀️ Some just think you're not important Just respect that this is their life 8 hours a day, 5 days a week. It's a just a fee to you. Whatever your Y2K trained manager tells you.
All true, however things you can do will help the process. Its not just a finger in the air and what will be will be. You can effect the process. It’s things like picking up on the hesitation in a voice and asking them about it. Always giving your candidate a way out. Set the expectations at the beginning, you doing everything you say your going to do too. You can’t control people totally but you can make it less likely that you’ll be left in the lurch by following a process and listening and not sticking you head in the sand.
Yeah I can't agree with this sorry, it also sounds like you don't understand what "controlling the candidate" or "controlling the process" actually means. Controlling the candidates doesn't mean you tell them what to do and what job to take. It's about understanding the candidate completely to a point where you know where they are at. 99% of the time I know when it comes to an offer if they'll take the job. Its about managing their expectations, interviews processes and communication. Yes there will always be the odd black swan but I've noticed some shit recruiters who don't control the process and they always seem to be getting offers rejected and don't understand why.
My understanding of candidate control is ensuring we are asking the right questions at the right time. Of course you cannot control a candidate, of course a candidate doesn’t have to answer questions honestly… But… We must ask the right questions surely ?
Good post As you know Jo ..... We all make decisions based on benefits and consequences. The benefits of taking that action or the consequences of not. But I will argue your last but one point ... It's never been just a fee to me. NEVER.
Here is the thing , I've had candidates tell me they're on the way and will be there early , then not turn up. I've also had candidates ghost me for the morning of the interview/booking and leave you scrambling for a back up if needed. They turn up. Find me a recruiter who tells you they have never been let down and I'll show you a liar.
If you find the right fit for the role, and really understand your candidates motivations and reasons for wanting a move, the process becomes much smoother. When you have to coerce your candidate in to taking a job then you know it probably won't last. That being said, a lot of people looking for a new role do need advice and a unbiased approach. If you have integrity, and work the roles that are worthwhile then this should again, be a smooth process. I think there's a fine balance required when it comes to wanting to reach your monthly target and trying to shoehorn someone into a role, your life and job will become much more difficult with no guarantee of any long-term success.
Someone's post gave you some fodder for today Jo Scott I'm loathe to use the word control linked to clients or candidates. Both need to feel like they're in control. The recruiter needs to be in command of the process. The people element becomes easier after that.
Bang on. Just need to focus on controlling clients. 😉
The more common problem is surely that recruiters think they hold no responsibility at all for things like counter-offers, no-shows, etc... Far too may have no specific process for surfacing counter-offers or testing commitment ahead of an interview process. And they just shrug and blame the candidates when things go against them. I'd quite like to work for a manager who expects me to take some responsibility for what I allow to go through my desk rather than label missed opportunities as unforeseeable circumstances. Most recruiters are way too slack about their process and let far too much doubt and uncertainty into their pipeline. Recruiters who perform put discipline and rigour over hope and optimism.
Director at SourceCo Recruitment
1moI remember having a manager once that gave me a hard time due to a candidate dropping out of an interview last moment. My initial reaction was exactly as above - so I told him! His reply has stuck with me my entire career, “I’m not asking you to control the uncontrollable, I’m asking you not to rely on it” He had a good point, my pipeline was weak, I had 1/2 vacancies on the go and all my hopes rested on one interview which subsequently dropped out. If you have done the basics well ( interview prep etc) then there is not much more you can do apart from make sure your activity keeps plenty of pipeline rolling in so your not as exposed. I’d imagine most managers wouldn’t want to dwell on the drop outs if the consultant has plenty of other successful placements ?