To My Candidates
I was talking to one of my candidates yesterday….she is excited about a potential offer of employment by one of my clients. She has successfully navigated several rounds of interviews. She has passed the background check. The references she has provided are likely to endorse her heartily. She is already allowing her mind to imagine giving notice to her current employer…will they part ways amicably? Will she be shown the door?…How quickly will she begin to achieve the great things she has planned at her new place of employment?…
She asked if I was aware of any other candidates that were also this far along in the process.
I said yes; there was one other.
She asked if the other candidate was “mine”.
I answered yes.
And there it was…I could sense that she felt betrayed. Who was I really rooting for? How could I create her competition? (And interestingly, in this case, she “is” the competition. I had presented the other candidate first.)
Well, candidates….I am rooting for all of you.
My job is to present qualified candidates to my clients. Ultimately, the hiring decision is theirs. And like it or not, you always have competition. Is it somehow better if it isn’t introduced by Crandall Associates? I have yet to meet a client that doesn’t expect to receive a variety of presentations in the process of identifying the “winning” candidate. (That doesn’t mean we have not occasionally had a client hire the “one” candidate we present for an opening…but they always desire options, regardless of how stellar one candidate may be.)
And not incidentally, does the loyalty cut both ways? If another recruiter contacts you about an appealing opportunity, will you tell them, “I’m sorry; I could never disappoint Wendy and consider two career opportunities at once?” She wouldn’t, and I wouldn’t expect her to.
I am of the opinion that in the end, the best (wo)man wins. Everyone puts their best foot forward. Credentials are reviewed…interviews play out…references say (or don’t say) what they will…and my client determines who they feel will best suit their organization. Sometimes their decision surprises me. But it’s theirs to live with, and apparently they know a thing or two about what works in their culture, because I have seen the candidate that I thought ought to have been the runner-up grow and thrive in their organization; often for many years. Or I have seen the candidate I truly felt was best suited accept the job, and followed with interest as the runner-up connected with another organization that was actually a stronger fit.
This is not to downplay the time, effort, and heart my candidates put into the interview process. In many cases, I reach out to someone who is reasonably happy in their current position. I make them aware of an opportunity that they weren’t aware of, and set a new dream in motion. It’s difficult to stay motivated in their current role while envisioning a brighter horizon. Yet they juggle interviews, write thank you notes, and consider how they will spend their increased income. It’s a blow when it doesn’t result in a new job.
But you will not be forgotten. We will be in touch again as new search assignments are received…and continue the journey of placing you in the ideal career opportunity.
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