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O P I N I O N
I recently received an email from a client who was in the middle of arranging an interview with a candidate that we presented to them about two weeks prior. The client sent us the conference call instructions and then asked for the candidate to fill out an employment application. Handling employed job candidates Understanding the nuances of a happily employed job candidate can boost your ability to hire the best people.
Randy Wilburn
and our profile, which gave an in-depth review of the candidate, their background, and skill set. They wanted to see a filled out employee application. Now I’m going to say this one-time: Candidates who are not actively looking for a new job should not have to fill out these applications at any time before determining that a firm wants to hire them! They are happily employed candidates for a reason. In most cases, they are taking a meeting with you – whether on the phone, via videoconference, or in person – based on our ability as recruiters to get them to hear about another opportunity even though they may be in a great job situation. That’s the challenge of a recruiter today. A lot of the good candidates are currently employed,
My colleague, who had recently started working on the search with me, asked if the client was joking. “A ‘not actively looking for a new job’ candidate shouldn’t go through the same hoops that an employed job applicant or unemployed candidate does.” I told her I wish they were, but they were all too serious about getting that application filled out before speaking with our candidate. They had done it for each of the previous candidates we sent to them.
See RANDY WILBURN, page 10
Never mind the fact that we had sent a resume
THE ZWEIG LETTER February 22, 2016, ISSUE 1140
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