most recruiters don’t write too much about some of the things that go on “behind the scenes” of their business. Primarily, because most people don’t really care. But the lesson here with Michael and Tom should be one that every professional, especially a hiring manager, should remember. This kind of situation happens at least six or seven times a year and it can make a really big difference in people’s career.<\/p>\n
Michael and Tom have been candidates of mine as well as, from time to time, hiring authorities. Early in their careers, I tried to help them both out by finding them jobs in technology sales. Over the years, both of them have been in positions to do some hiring. I would hear through the grapevine that Michael would be doing some hiring from time to time and I would call him to see if he would give me a chance at sending him candidates. I knew that he was working with other recruiters because some of my candidates would tell me that they were interviewing with him through those other recruiters (most all of whom are all gone by now). But he would not give me a chance. Interestingly enough though, every three or four years Michael, himself, would need a job and would call me asking if I would represent him, and even though I didn’t feel reciprocity I would do so. And once over that period of 20 years, I did find him a job. But even after that, when he would need to hire people, for some reason, he wouldn’t give me a chance to help him. I even remember a number of years ago, leaving him a voicemail explaining that I knew he was looking to hire people here in town and that I had good candidates for him and couldn’t understand why he wouldn’t give me a chance. Nonetheless, it was his business prerogative to find candidates anyway he wished.<\/p>\n
Tom, on the other hand, as with Michael, whenever he needed a job would call me, but he always gave me a shot at filling his positions when they became available. Interestingly enough, over approximately 20 years I only placed one person with him, but the point is he gave me a shot at doing it the three or four times he needed to hire someone. Fair enough! All I ever ask for is a shot at the plate and if I don’t hit the ball it’s nobody’s fault but mine.<\/p>\n
Recently both Michael and Tom, both now in their late 50s are finding it very difficult to change jobs have found themselves needing to do just that. Both are regional VP types, well into six-figure earnings and, with the glut of candidates like that on the market, they are having a pretty rough time finding a job. Fortunately, a client needing to find a regional vice president in Texas was referred to me by a friend of mine in New York. Over the last two months the firm has been interviewing eight of my candidates. Not only were both Michael and Tom in the mix, but it came down to the two of them as the finalists. The client, realizing that I’ve been in this market for 44 years asked me my opinion of each candidate, as to who I thought would do the best job. The Executive Vice President and the CEO of my client compa is any both thought either one of them could do a great job, but they asked my opinion based on the experience that I’ve had with both of them.<\/p>\n
In most instances like this, our clients come to their own conclusions. Our job is to present qualified candidates by which to choose from, but it’s not our job to choose. But when we are asked, which happens quite often\u2026it is another story. It isn’t hard to figure out why Tom got hired. I’m confident that Michael is a nice guy, but he was rude. <\/p>\n","protected":false},"excerpt":{"rendered":"
most recruiters don’t write too much about some of the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"yoast_head":"\n