Executive Search BLOG
 | Enhancing or Fabricating? - Dec 22, 2011 | | Coach or Critic? Management Style Affects Performance - Aug 28, 2011 | | Build a Winning Franchise - May 31/11 | | Float Your Boat - February 1/11 | | Succession Planning STILL the Elephant in the Room - November 11/10 | | It Pays to Do Your Homework - August 24/10 | | Hire for the NEXT Need - June 2/10 | | Avoid Political Hiring Decisions - March 10/10 | | Search Goes Beyond - January 20/10 | | The Future of Executive Search - October 19/09 | | Good Company - September 16/09 | | Local is the New Global - August 12/09 | | Reverse Mentoring? - July 16/09 | | Think Like a Pilot - June 9/09 | | Carpe Diem - May 8/09 | | Time to Lay Low - April 6/09 | | Move 'em on Over - March 5/09 | | Exiting Successfully - February 12, 2009 | | What Makes a Candidate Impressive? - January 13, 2009 | | Looking to Hire Internationally? - December 10, 2008 | | What's Your Market Value? - November 24, 2008 | | International Search Trends - November 10, 2008 | | The Most Common Candidate Mistake - October 28, 2008 | | New Executives Should 'Bunt' - October 14, 2008 | | Different Animal, Different Handling - September 29/08 | | Sell the Challenge - September 22/08 | | The Best Route - September 15/08 | | The Perfect Process - September 8/08 | | Meet the Folks - September 2/08 | | Testing Talent - August 25/08 | | Director Independence - August 19/08 | | Give to Get - August 5/08 | | Plan for Everything - July 28/08 | | Take a Break - July 21/08 | | Follow Your Instincts - July 14/08 | | The Perfect Candidate You Didn't Know About - July 7/08 | | Too Much Information - June 30/08 | | International Search Trends - June 23/08 | | How Many Candidates Are Enough? - June 16/08 | | The Future of Executive Search - June 9/08 | | The Ideal Client - June 2/08 | | Look Way Ahead - May 26/08 | | The Greater Good - May 19/08 | | Failure Can Be Good - May 12/08 | | Money May Tempt... - May 5/08 | | Perspective Pays Off - April 28/08 | | A Leader’s Job is to Lead - April 21, 2008 | | Red Flags or Red Herrings? - April 14, 2008 | | RECRUITING is our specialty- November 26, 2007 | | Be Careful What You Wish For... - November 19, 2007 | | What's Your Real Objective? - November 12, 2007 | | Are You Really Saving Time? - Nov 5, 2007 | | Hard Choices - October 29, 2007 | | Stick to Your Knitting - October 22, 2007 | | Pre-Recruitment Reality Check - October 15, 2007 | | ON HOLD: You're Not Just Losing a Great Candidate - Oct 8, 2007 | | The C.E.O. as a Recruiting Tool - October 1, 2007 |
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ON HOLD: You're Not Just Losing a Great Candidate - October 8, 2007
 Probably the greatest frustration an executive recruiter faces - and it happens more frequently than you might think - is losing a really great candidate because the client can’t or won’t make a hiring decision. After committing significant resources to scouring the market, identifying the top candidates, selling them on the opportunity and coordinating interviews, the last thing a recruiter wants to hear is… nothing.
When a client puts a search on hold and doesn’t advise their search firm of the reason or how long it’s anticipated to be, candidates are left to guess whether the company is in transition, indecisive, inconsiderate or in trouble. This can be damaging to both the client’s and the recruiter’s reputation - not just with the affected candidates, but also with anyone in that candidate’s network, and out in the marketplace.
Once engaged, a search firm should become your confidential partner and be kept abreast of any issues that may delay the search or the decision making process, so they can prepare candidates and represent your organization in a professional manner.
Once buy-in has been established with the key hiring decision makers, the recruiter should be provided with all the necessary information - from candidate specifications, to contact information, to timeframes and availability. By making them aware of political considerations, potential issues or restrictions that may arise, they can prepare for these contingencies. They’ll also be better able to “juggle” candidates, keeping them interested through any brief delays.
Finding high quality, motivated candidates isn’t easy… to lose them as a result of delays is a shame.
Graham Carver, President
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