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Q:
Recruiter A put me in for Position 1 at Company X. I met with Recruiter B to discuss a potential Position 2 at Company X (although I didn't realize it until our meeting that the job was for Company X). I explained to Recruiter B that Recruiter A had already put me in for Position 1 at Company X, so we decided I should try to confirm with Recruiter A that Position 2 was NOT the same job as Position 1.
Before I could call Recruiter A, I received a voicemail from her telling me that she knew of another potential position at Company X (it was Position 2).
So, the "original" recruiter ended up asking me if I wanted to also be put in for Position 2, AFTER I'd already met with Recruiter B to discuss it. Recruiter B has not yet sent my information to the client.
What do I do? Recruiter A has already been talking to Company X about me for Position 1, so I am already in the running there. Recruiter B hasn't even gotten to that point yet and the two positions are very similar.
A:
This is a tricky and uncomfortable situation for all involved, but the best way to avoid any problems is to be honest with Recruiter B and tell her you have already been submitted to the company by Recruiter A. When companies utilize the services of search firms, the service agreements usually state that once a recruiter submits a candidate for a position, the recruiter is entitled to receive credit for the introduction, no matter which position the candidate is hired for a period of six months to one year.
In this situation, Recruiter A clearly discussed opportunities at the company with you first and deserves credit (he's likely to be compensated anyways for the placement). Do not allow Recruiter B to submit your information to the company. Just kindly let her know that you clarified the situation and you have already been presented to the company. Keep the door open to hear about opportunities with her other clients. She should be understanding to the situation. It's part of being in the recruiting business.
Problems arise when the same candidate is presented by two different search firms to the same company. Some candidates believe it is to their advantage to hide previous applications, past interviews, or discussions about the company with another third-party recruiter, so they deliberately omit this pertinent information. I imagine it's because many candidates are not well-versed on how the recruiter/company relationships works and they probably think the more people who put them in front of the company, the better.
This is not the case when working with recruiters.
The consequences of being introduced by more than one recruiter for a position will never result in a happy ending. It damages the relationship between the candidate and the recruiters. Most hiring companies will do whatever necessary to not be involved in a battle between two recruiting firms claiming credit for the candidate. The company will question the candidate's integrity or possibly decide that hiring the candidate will cause issues it prefers to avoid.
These situations can be easily avoided by keeping a few things in mind:
- Keep detailed notes of the companies and positions for which you have applied, including conversations with recruiters and the positions/companies they have presented. Include position and dates of initial introduction and follow through interviews.
- Be honest with a recruiter if you have sent your information directly to a company or if you have been presented an opportunity at the company by another recruiter. We don't like surprises.
- Not all recruiters adhere to the same standards of confidentiality. Make it clear to the recruiters you choose to work with that your information should not be sent to any company without your permission.
This post is part of an on-going series featuring readers job search and hiring questions. If you have a question you would like answered in this blog, please send it to me here. Your information will be kept confidential.
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Last year Oxford University researchers published a list of the Top Ten Most Irritating Phrases. Thanks to Steve Roesler at All Things Workplace for the reminder in his recent blog post. It's a good review, especially for those of you actively interviewing.
The top ten most irritating phrases:
- At the end of the day
- Fairly unique
- I personally
- At this moment in time
- With all due respect
- Absolutely
- It's a nightmare
- Shouldn't of (it is "shouldn′t have")
- 24/7
- It's not rocket science
I'd add "thinking out of the box" or any other variation of this overused expression. What would you add to the list?
Photo credit: Shtikl
Hubspot just released their State of the Twittersphere report
. Over the past several months, they analyzed the use of over 4.5 million accounts through Twitter Grader .
Here are the findings:
- 79.79% failed to provide a homepage URL
- 75.86% of users have not entered a bio in their profile
- 68.68% have not specified a location
- 55.50% are not following anyone
- 54.88% have never tweeted
- 52.71% have no followers
You can find the entire report here: http://bit.ly/sotwitter
I'm surprised that 75% of users haven't entered a bio and almost 70% haven't entered their location.
If you plan to use Twitter for a job search, completing a bio and putting a location helps those using Twitter for recruiting find you. An easy, one stop resource to find everyone on Twitter doesn't seem to exist. We're relying on Twitter profile sites that index profiles based on the words found in user's bios, Twitter keyword searches, or Google search strings to find and connect with people with similar interests and backgrounds.
Simple suggestion : Let people know who you are, what you do, and where you are located. Once you do that, you've significantly increased your chances of hearing about opportunities from Twitter-savvy companies and recruiters.
How important is employer-sponsored health insurance to you?
In January 2009, the National Association of Colleges and Employers reported that employers planned to hire 22% fewer college grads this year. Bad news for eager and optimistic college grads. That news prompted EHealthInsurance to conduct their recent survey of college students about their job expectations after graduation and to see if they know how and where to get it if they find their employment options more limited than expected. You can see the results of the study here .
The poll found that a majority of the students would prefer to shop for their own health insurance to take with them no matter where they work than participate in an employer-sponsored health plan. While I'm still a bit unclear on whether these students expectation is that their employer gives them a stipend to buy their own insurance or if they would just prefer other perks or higher salary, I found it very interesting.
According to the study:
- 63% of students prefer health insurance portability. These new grads would prefer to find a health insurance plan on their own and keep it regardless of where they work.
- 37% would prefer to change health insurance plans every time they change jobs.
When I entered the workforce as an employee, I never thought about buying my own health insurance plan. If I were to work full-time for a company and an insurance plan were offered, I would have participatee in the employer plan. It wasn't until I became self-employed did I really start considering my health insurance options.
At the same time, 85% of these college students are counting on their future employers to provide them with health insurance, but 68% of them would rather take a job they liked without
healthcare benefits than accept a position they didn't like with a great healthcare package.
What do you see employer's doing now to accommodate the expectations of the future workforce?
Links:
http://www.ehealthinsurance.com/collegesurvey
Today, Stephanie Lloyd is hosting the third career blogging carnival on her blog, Radiant Veracity. She has featured posts from career bloggers such as Ben Eubanks Outbreak psp , G.L. Hoffman, Jennifer McClure
, Craig Fisher Alice's Restaurant full movie , Heather Huhman, J.T. O'Donnell, Miriam Salpeter, myself, and many more.
Visit her blog for details and enjoy!
About once a month, I check out the Google Analytics statistics for this blog. It's always a mixture of entertainment and enlightenment. As I was combing through the keywords section, I noticed a strange pattern. Several people who landed here searched "no bathroom break" or "bathroom break during an interview."
I don't know the actual story behind these visitors attempts to find information about bathroom breaks and interviews, but I assume these hits came from job seekers who have fallen victim to the etiquette oblivious interviewer. Sadly, it happens more often than it should as this blog reader described in a recent experience
.
Hiring Managers: I'm concerned. Let's treat candidates the same way we would if we were to invite them to our homes. If you keep a candidate sitting in a conference room for a marathon interview, offer a restroom break. It's common courtesy and a small, but important detail that determines how a candidate perceives your company and your overall employer brand.
I see how this can happen. Each interviewer has 30 minutes to an hour with the candidate and when the interviewer's time is up, he's back to work and on to other priorities. The next person comes in and starts with their business. And so on...
My suggestion: Assign one person on the team the responsibility of taking care of the candidate. This person is the first and the last person the candidate will see on interview day. This one person walk the candidate through the process, making sure that everything runs smoothly, the interviews start on time, and proper attention and courtesy is extended to the candidate.
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The June 2009 from my "From the Recruiter's Desk" column
is up on PRNewser. Here's an excerpt.
The value of networking online will never replace face-to-face networking. Some things are better in-person and networking is definitely one of them. That said, online networking has its purpose and is a powerful tool that should be integrated into your overall strategy when it comes to expanding and nurturing your professional network.
Considering geographical boundaries, time constraints, and personal obligations, online networking tools can help you quickly build a network that may have taken you years to build, if ever, any other way.
When we network in person, non-verbal cues help us interact with the other individual. We rely on all of our senses to engage in conversation and form opinions about moving the conversation to further stages. In the online world, we simply don't have as many sensory cues to rely on and, as a result, the game changes.
Autumn in New York full movie I do my fair share of online networking: LinkedIN, Twitter, Facebook, and blog commenting are my main tools. I also participate in a number of online groups and forums.
Here are a few personal tips I've found work well for me when it comes to networking effectively online....
For the 8 tips, read the full post on PRNewser - 8 Ways to Network Effectively Online.
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Photo credit: Berlinpirate.de
This blog is to share my recruiting experiences and discuss thoughts on the job market, PR industry and technology.
Alison Kenney is an independent PR practitioner with more than 15 years of PR consulting experience.
