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.

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:

1. 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.

2. We always gain a person's approval before submitting his/her name or resume.

3. Candidate presentations are always made in a professional manner, including:

   • Personal conversations with decision makers about the candidate and prospective fit.

   • 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.

   • An original resume and other information (supporting documentation, addendums, etc.) that detail one's credentials.

4. 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.

5. We'll ask and provide feedback after a company-candidate interview, and help facilitate future steps, if applicable.

6. 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:

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:

   • relative to goals, decision parameters, employment status and history, responsibilities, compensation, motivation for change, timing considerations, etc.,

   • that immediate disclosure be made of any changes that may occur regarding these issues.

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. 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.

5. 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.

6. 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.

7. 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. l