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Guidelines for a Successful
Recruiter-Candidate Relationship
by R. Gaines Baty
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.
If
an 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:
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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.
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We
always gain a person's approval before submitting his/her name or
resume.
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Candidate presentations are always made in a professional manner,
including:
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Personal conversations with decision makers about the candidate
and prospective fit.
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Our written 'comments and observations' about the highlights of
a person's career, skill sets, personal attributes, objectives,
etc., and our recommendations regarding the right fit.
Occasionally, reference comments are included.
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An original resume and other information (supporting
documentation, addendums, etc.) that detail one's credentials.
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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.
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We'll ask and provide feedback after a company-candidate interview,
and help facilitate future steps, if applicable.
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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 culturization.
Of a Candidate, we ask:
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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.
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That complete information be provided:
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relative to goals, decision parameters, employment status and
history, responsibilities, compensation, motivation for change,
timing considerations, etc.,
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that immediate disclosure be made of any changes that may occur
regarding these issues.
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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.
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Phone calls be returned promptly. Also, for timely feedback about
given opportunities and/or conversations with prospective employers,
and prompt decisions on offers, etc. The most appropriate time for
questions and research is during the interview process, prior to the
offer, so that the acceptance of a position can be made very
quickly, and at the culmination of analysis/due diligence prior to
that point in time.
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Consistency in decision parameters, compensation expectations,
relocation issues, offer/position acceptances. It's difficult, of
course, to 'change the deal' when negotiating an offer from a
client. Also 'counter offers' can set a client company back months,
causing considerable loss, and almost always result in a
lose/lose/lose scenario. We ask that candidates commit not to allow
this to happen. Everyone benefits if all live up to their
respective commitments.
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That an understanding exist 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.
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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 hope 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 some tangible 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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