As a "Headhuntress" - thusly named by my clients, boss, and candidates alike - and okay, I enjoy and encourage its use - there are any number of situations (I'm sure I'll get into many as this Blog progresses) that come up which require flexibility and patience (not one of my more treasured attributes). Today, an important client - and yes, they all are - though this one is a particular favorite - came to the point of offer with one of my candidates. And thus, my tangent for today.
Working in the search industry is as much about managing the process as it is stepping back (not too far) and trusting it - and the point of offer is often only the beginning - I am not, after all, a car salesman - I am dealing with a product that has a mind of its own, an agenda, and thoughts and desires that may conflict with my preference - which is, ultimately (let's not lose sight of this!)- closing the deal. So today, when my candidate gave indication of needing time to consider his options - I knew enough to step back and strategize. In doing so, I always have two goals: 1. How do I protect my client. 2. How do I serve my candidate.
Addressing my first goal, I find I often keep it very simple. If a candidate, needs time to consider his options (especially in a candidate driven market, which is the case today) - I strongly encourage my clients to refrain from making a formal offer. No matter the integrity of the candidate, the most desirable time to make an offer is when there are few contrasting variables - the candidate is excited about the opportunity, is clear about his/her compensation expectations - ready and able to accept an offer which meets that expectation, and has no other opportunities to distract from the offer (there are innumerable variables in this situation - understood - for this blog, we'll stick to a few of the more obvious). Without this, an offer becomes a weapon - a tool for, in the worst case - a bidding war. My point - protecting my client includes strategizing and negotiating - determining the right time to make an offer and what to do in the interim.
My advice in today's situation: Recognize that the candidate is valuable enough to give them the time requested, and in the meantime - use that time to interview additional, qualified candidates, find another bullseye, and ultimately have two (three?!) candidates to choose from.
In any search situation, executive or otherwise, it is disheartening to begin the process all over again - so it is generally understood - avoid the "eggs in one basket" scenario. We're creating options here - and in doing so - protecting our client.
My second goal - In servicing, I partner with my candidate. I am not in the business of convincing - I make that very clear with every candidate I come to offer with. I am in the business of making connections. My particular niche is Executive Search. In this particular niche, I assure you - pressure tactics are pointless. These are intelligent professionals, perfectly capable of determining what suits them. After I've made the connection, my job becomes an intricate process of managing information, schedules, and negotiations. I lead, I do not drag. (how exhausting that would be!) I make sure they are fully informed, I make myself available to discuss the company dynamics and goals. I sell the opportunity by working as an advocate for the company (client) - arranging for conversations between candidate and client for outstanding questions and concerns, negotiating for that additional sign on bonus, or making sure that a pre-determined vacation is part of the deal. If the opportunity is high risk (start ups, for instance, tend to require a stronger fortitude for the risk/reward culture), I provide information, financials, history - I liaison. Period. Ultimately, if I've done my job well, and made a good match - closing the deal is rarely more than ironing out details and remaining patient with the timeline....which truth told, is never fast enough for me.
