Tuesday, December 27, 2011  The Toughest Part of Recruiting
When I first started as a recruiter, my original premise  to
clients (companies) was that I was only going to send one
candidate – the right person for the job.  Within a few weeks I
discovered that while it was a great sales tool and appealed to
companies, it was totally impractical for me.  Candidates
changed their minds, companies changed their specs, or companies
neglected to tell me key aspects of their jobs which precluded
my candidate from the opportunity.  Sometimes, really great
candidates say or do stupid things on an interview.  So I had to
abandon that practice.  However, to this day, I still send very
few candidates to any given opportunity.  Because I send so few
people, there is a very good chance that one of the people I
send will get a job.  But that means that if I send two, I will
have to tell one that he or she didn’t make it.  Like lawyers,
there is an old axiom in recruiting that a headhunter should not
get too close to his can