Apr 5, 2010

Executive Search Agency Advice: How to Alienate a Prospective Employer

Posted by Wendy Weber

Last week we almost lost 2 placements. We did end up losing one.

We had been awarded search assignments for companies that had very specific requirements. One was in a remote location of the country. The other required a particular background and skill set.

In both cases, we conducted exhaustive searches…and were successful. We identified capable, motivated candidates who were ideally suited to the employers’ specifications. We navigated through the hiring process, coordinating interviews, responding to questions and concerns on both the candidate’s and client’s behalf, and conducting reference checks. Everything came together nicely. Ultimately, offers of employment were extended.

In both cases, the candidates reached out directly to their prospective employers via email to negotiate the terms of the offer. In both cases, this type of overture was received poorly. In one case, the offer was rescinded.

Here is the lesson: Do NOT negotiate via email. Better yet, allow your recruiter to negotiate – live – on your behalf.

Email has its value. It is a wonderful tool for conveying information, and putting in writing numbers and concepts that might otherwise be difficult, or cumbersome, to discuss.

But it is simply not as nuanced as a phone conversation, and words can be misconstrued.

And they were…and now 3 parties are disappointed: my candidate, who did not intend any harm through the email; my recruiter, who did all the “heavy lifting” of the search, only to see the placement fall apart due to a breakdown in communication; and my client, who probably would have been quite happy with this candidate’s performance in the position.

By the way, I later viewed these emails. I did not interpret their tone as demanding. Further evidence that the written word is viewed differently by different eyes. Unfortunately, once viewed in a negative light, the damage cannot always be undone.


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