This is a reprint of an article I wrote a couple years ago. I have been asked by a number of clients recently to train recruiters on this important topic and to share the concept via our blog here at Bearing Fruit Consulting.
You just filled that really hard-to-fill position with a proven high-performing passive candidate. Even better, you took the candidate from your competition — the much sought after "hire to hurt." You invested valuable hours direct sourcing, networking, creating interest, discussing career stretch, and presenting the opportunity.
You have closed the deal. Your hard work has paid off. The candidate has verbally accepted your offer.
Feels great, doesn't it?
Before you strain yourself while patting yourself on the back, before you head off to the water cooler or your recruiting team meeting to exchange high fives with your recruiting buddies, before you start sharing the war stories of your latest conquest, don't forget that what comes next may be your doom as a recruiter.
Remember your candidate is still out there about to face his employer in giving notice. The search is not over. You have not yet won. In fact, you can still lose if you don't pay attention to the one of the most often forgotten aspects of hiring a high performing candidate.
For just a minute, let's pretend we are the candidate. I think this is what it would likely sound like in their head:
Wow, I am going to be changing companies. This is going to be one of the hardest things I have ever had to do. In fact, I am a little frightened by the idea of telling my boss I'm leaving. We've been together for quite a while; we have done some great work together. I know I am her highest performer. She is going to freak out. I really like this new opportunity; the recruiter I am working with is great and I really trust him. But he isn't going to be here with me when I give notice. Man, I thought this would be a bit easier. I never really thought about what it would be like to actually give notice. I know this is the right thing for my career, but all this fear about giving notice is causing me to have second thoughts. Maybe I shouldn't do this.
Not all candidates will be thinking this way. For many, however, giving notice strikes fear in their hearts. Keep in mind, if you went after a high performer, you approached them about another opportunity. Like most passive talent, they were likely to be completely content in their position and delivering great results to their company. They were also likely to have a pretty solid relationship with their current manager. Most high performers do. Giving notice might scare them into not accepting your offer.
In reality, your work is just beginning.
World-class recruiters know that getting the right offer extended and accepted is not the end of the search. World-class recruiters also understand that to capitalize on their investment of time and effort, they need to make sure the talent actually starts. This means they have to work a bit harder and coach the talent on how to give notice.
Continue reading "It Isn't Over Until The Boss Knows - Coaching Candidates On Giving Notice" »
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