Note: Bill Radin is a top-producing recruiter whose
innovative books, tapes and training seminars have helped thousands of recruiting
professionals and search consultants achieve peak performance and career satisfaction.
Bills best-selling books and audio programs include The Recruiters Almanac, Recruiting
and the Art of Control and How to Market & Sell Your Recruiting Services. Bill can be reached at (800) 837-7224 or visited online at
Books, Tapes and Training for Recruiters by Bill Radin.
Like any other professional service that deals with the public, recruiters continuously struggle with the issue of control. The same way doctors wrestle with patient control and lawyers boast about client control, so recruiters agonize over candidate control.
If you look at recruiting realistically, youll recognize that you can no more control the actions of another person than you can control a speeding vehicle thats hydroplaning down the interstate at 70 miles an hour in a driving rainstorm. That is, the force of momentum will to a greater or lesser degree affect the direction your candidate takes, just like it will a 3,000-pound car.
The best you can hope for is that youve selected the right vehicle for the trip and that your preparation, training and reflexes will guide you safely towards your destination. Your degree of control, in other words, is relative to a variety of external factors, the most important of which is the candidates true motivation for change.
Revealing the Source of Discontent
Ive found that people experience dissatisfaction with their employment situation due to one or more of the following reasons:
Personal. The candidates relationships with those at work are unfulfilling. Perhaps the peers and/or supervisors are incompatible with the candidate, or they have different goals. Or maybe there are vast differences in political, religious, socioeconomic or educational backgrounds. Or the overall corporate culture seems out of synch to the candidate, or the feel or look of the companys surroundings leaves something to be desired.
Professional. The candidates ability to achieve career goals or technical fulfillment is stalled, or unattainable. As recruiters, its on the professional aspects of a candidates employment equation that we most often (and erroneously) focus our attention.
Situational. The candidates dissatisfaction has nothing to do with the personal or professional aspects of the job; rather, the dissatisfaction is tied to circumstances. For example, the candidates commuting distance might be intolerable, or the air quality or school system in the candidates city might have deteriorated; or the candidates spouse might have recently accepted a job in a different city.
The point is, there may be a hundred different value-related reasons behind a candidates apparent discontent. As recruiters, its our job to develop an awareness of the factors that motivate a candidate to explore his or her options—and to offer viable career solutions.
Unless youve pinpointed the precise motivation behind a candidates interest in interviewing for another position, youll have no leverage in the job-changing process. And worst of all—if the candidate has no real motivation for making a change—youll find yourself as a mere facilitator in a tire-kicking exercise, in which your efforts will serve only to satisfy a candidate whose only interest is to extract a counteroffer.
At which point, you need to ask yourself: Whos really
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