In the March 21, 2011 Ask The Headhunter Newsletter, a manager complains about losing a candidate to another employer, and blames the headhunter. Was the manager in too much of a hurry?
I used a headhunter to help me fill a position in my group, but it didn’t turn out well. The good news is that the headhunter found us a great candidate, and we made a good offer. But after some back and forth, the candidate decided to take a job at another company. This was our #1 candidate. I stopped working with the headhunter after that because I was pretty upset. Now I’m wondering, did I shoot myself in the foot?
Here’s the short version of my advice: (For the entire column, you need to subscribe to the free weekly newsletter. Don’t miss another edition!)
What I’m about to tell you is a story out of the ordinary. But it reveals the importance of cultivating relationships, staying in touch with people, and reading between the lines.
I had a client that made an offer to a candidate I found. As in your situation, the candidate turned the offer down, and took a job at another company. I thought the candidate had made the wrong choice, so I didn’t walk away from the deal. I applied some finesse.
I put my client on hold as the next week played itself out, and I left my candidate alone as he got oriented at his new company. Then I called the candidate at work, and asked him some detailed questions about “how’s it going?”
Knowing more than he did about the company he’d joined, I was not surprised to learn things weren’t perfect. I let him talk. He’d had no one to talk to about his first week, and now he gave vent to his disappointment. I just listened. He soon made it clear that he was unhappy with his choice… [The rest of this advice is in the newsletter. Want more? Subscribe to the free newsletter, which will tell you more each week.]
…And then I gently pounced. “I think you could have another shot at that, if you want.”
He wanted. What I then explained to him was that I had not disclosed to my client that he had taken another job. The offer was still active. He accepted it and spent several happy years with the company.
Someone might accuse me of not fulfilling my obligation to my client, because I didn’t disclose that the candidate had accepted another job… My obligation to my client was to find and deliver the best candidates I could. And I did. It just took a little longer in this case, because some finesse (and a bit of gambling) was necessary.
A bit of discretion on my part got the job filled. That was the secret sauce. (It’s just another insight about How to Work with Headhunters.) In a recent blog comment, reader Chris Walker (a training and placement specialist himself) shares a related experience:
“I have had 2 clients in the past year who were hired after being rejected because the new hire didn’t work out, one just 2 weeks after her rejection letter. That’s why candidates should always send a thank you in response to a rejection.”
When you’re the job candidate, remember that There is no sure thing. Don’t move so quickly to turn off other opportunities, even if you’ve accepted a job offer… My client got the candidate “because the new job didn’t work out…”
…Sometimes patience and a bit of diplomacy can get you where you want to go. Don’t let job boards and high-speed decision making deter you. Slow down, think, and exhibit some finesse, because even “final decisions” are subject to change.
Did you ever get rejected (whether you’re an employer or job hunter), and still make the deal happen? How did you turn No into Yes?