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Guidelines for a Successful
Recruiter-Candidate
Relationship Our mission is to contribute optimally to the success of our clients and to the careers of our candidates. It is with these objectives that we enter all relationships, and that we trust will be reciprocated by those we work with. Win/win scenarios are our intent. If and when promising career possibilities develop, we will go to great lengths to help enhance one's success. Numerous suggestions will be offered regarding career strategy, resume, interview strategy, negotiations etc. We will do our best to facilitate timely, clear, and accurate communication between client company and client candidate. Things that can be expected of us include: 1. We will ask lots of questions in order to ensure that all parties’ criteria are met. This can be tedious, but the thoroughness is intended to help do the best job possible for all concerned. 2. We may recommend modification and/or additions to resumes, as well as specific, tailored addendums, or complimentary materials that help support and enhance one's marketability within a particular field or company. 3. We always gain a person's approval before submitting his/her name or resume. 4. Candidate presentations are always made in a professional manner, including:
5. We will offer numerous ideas and/or constructive suggestions throughout the process, especially relative to 'interview strategy,' to enhance a person's odds for success. 6. We'll ask and provide feedback after a company-candidate interview, and help facilitate future steps, if applicable. 7. We help negotiate and navigate through the interview process, through start date. Afterwards, we encourage communication and feedback to help facilitate a smooth transition and culturalization. Of a Candidate, we ask: 1. That every intention exists to make a move when the right career opportunity presents itself. Of course, if the situation is not right it should not be pursued, but we owe client candidates and companies alike the courtesy of 'serious inquiries' only. 2. That complete information be provided:
3. Frequently, requests will be made for revised resumes, reference lists, addendums, or other supporting documentation for the purpose of evaluating and/or enhancing a person's candidacy. 4. That phone calls be returned promptly. Also, for timely feedback about given opportunities and/or conversations with prospective employers, etc. 5. That decisions are made promptly upon receipt of an offer. It is very difficult and unprofessional to 'change the deal' when negotiating an offer from a client. We attempt to facilitate/negotiate from a win/win foundation, and encourage all parties to work on the same basis. 6. No Reneges! 'Counter offer' acceptances can set a client company back months…causing considerable loss, burn bridges, and almost always result in a lose/lose/lose scenario. Everyone benefits if all live up to their respective commitments. 7. That an understanding exists about how we work. As a retained firm, we typically recruit for specific assignments requiring specific skills, etc. For this reason, a candidate will only be introduced to organizations with which high potential for a qualification and cultural fit exists. A person may not be introduced to very many, if any, companies. This does not mean anything negative, only that a likely fit has not yet surfaced and that we're exercising selectivity on the candidate's behalf. In other words, 'no interviews' is not bad. Unfortunately, we don't always control our client companies' interview process, timing or decision making. Sometimes these do drag out a bit, in spite of our sense of urgency. 8. What are one's impressions? Are we fulfilling expectations, do we understand those expectations? How could we do better? Complaints, suggestions, comments and/or compliments are welcomed. Again, our intent is for a productive and positive experience with all parties. If the relationship results in a new and better career opportunity…great! If not, hopefully each party retains value, and over the longer term the association results in mutual benefit. We'll certainly keep you in mind in the years to come. We would enjoy helping in any way possible, whether for resume, career, or interview advice, or for an objective, third party opinion. Please feel free to call at any time, now or in the future, to discuss any career or hiring issue with us. We'd like to contribute to your success. R. Gaines Baty is President of R. Gaines Baty Associates, Inc. (est. 1977), a Dallas-based retained executive search firm. Mr. Baty, who started his career with IBM Corp., is formerly a two-term President of both the Society of Executive Recruiting Consultants (SERC) and the Dallas Independent Recruiters Group (IRG), and is a well-known author, trainer and practitioner in executive team building, executive evaluation, executive search and career management issues. Mr. Baty can be reached at gbaty@rgba.com. |
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Integrity
- Professionalism - Commitment - Results |
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