There has been a flurry around this topic in recent months. From my point of view there is a huge spectrum of experience when it comes to social media. Some Gen Y’ers have been able to bank in on their social media savvy, while some older users have clearly paid the price for being inexperienced. Anyone can misjudge the implications of something they post online, whether it is a student fresh out of college or a baby boomer business titan.

Thanks for sharing how to stand out at trade shows. Great design, enthusiastic staffers, and attention-getting giveaways definitely boost your marketing effectiveness.

And thanks for sharing your story! It’s great to hear that when you changed to a Skyline display the “students wrapped around the aisle, waiting in line to speak to our fair representatives about what our company does.” Job recruiters can see 47 examples of table top display designs by going here: http://www.skyline.com/photo-library/size/TT

Regards,

Mike

There is a reason that standard recruiting methods are, well, standard: they work. Placing ads, using temp agencies, calling on employee referrals, etc. – these are all tried and true methods that have stood the test of time and yielded some positive r…

There is a reason that standard recruiting methods are, well, standard: they work. Placing ads, using temp agencies, calling on employee referrals, etc. – these are all tried and true methods that have stood the test of time and yielded some positive r…

A skilled HR person should be able to convey negative feedback in a non offensive way.

Mike Brandt
BrightMove

I read your article with a great deal of interest, especially as I have been a victim of this sort of act , In previous applications through recruitment agencies I have learned of a number of what I term professional interviewees, people who have no intention of taking a post that they have applied for, but continue through the recruitment process “to see how far they will get” even to final interview stage before turning down the job, the level of frustration that this causes and the ill will toward potential employees, who’s recruitment process is often interminable, and, as you point out can leave the candidate wondering why they applied for the position, as if this is how your treated during the recruitment stage how will they treat you as an employee, add to that the general lack of feedback through the process and a little embitterment can creep in.

Ok, so if I may a comment on recruitment from the other side, I give you a candidate, one of your Pièce de résistance aspirants but an honest one, who actually wants the job. He /she has a wealth of experience having risen to a very senior position with a world renown multinational, his/her job then becomes redundant due to a merger. He she re-evaluates their needs and looks at organisations where they would be able to provide a very good if not excellent standard of service with a view to a long term commitment to the organisation.

The replies they receive, that they are too big for the organisation, they are over qualified for the position, the prospective employer feels that there will not “be enough in the job to maintain the candidate’s interest”.

I suppose that my comment is, who wins? Mistrust of reasons abound, the potential employer looses out and the candidate sees another opportunity slip away.

I am astonished that the scenario you described occurred in the first place.
Unless the recruiter is a complete idiot, a candidate should never be inserted into a process without knowing the following:
1.Candidate’s current base salary and total compensation package is with proof by w-2,
2.Review with candidate of the total comp package of company seeking to fill the position
3.Most importantly, the recruiter is and always should behave as an extension of their client’s HR department. A recruiter should NEVER EVER put for the a candidate whose motivations for change are based on money along. There are so many was to learn about candidates behaviors thru the preliminary screening process. If the recruiter is good, she/he knows how to learn candidate’s motivations.
4.Lastly, the hiring company MUST take responsibility for taking the time in their first interview with the candidate (generally a phone interview) to qualify the candidate to review the requirements and the comp plan. Once the candidate acknowledges he understands then and only then they move on into the process.
5.This is more of a comment, but it is a very stupid recruiter who invests time on a search assignment where compensation is not aligned. No placement, no fee.

In my opinion, it is not a good practice to wait until the end of a series of interviews to discuss or negotiate salary. And yes, there are times when a company may want to sweeten the pie in the final offer. But only in the situation where recruiter, company, and candidate are aware that they are only a few thousand apart in the comp plan. It should never be the case that they want a Chuck of Cash to make the switch.

If and when this scenario presents itself, it would indicate very sloppy recruiting practices by both candidate and hiring company. The recruiter should be timed out. NO explanation necessary as it should be self evident; they wasted their client’s valuable time.

Enjoy the week!

I loved your post. Those recruiters who learn the intimate nature of your culture and business are the superstars. We have the good and the bad. I really apprecaite the post. If you like I would like to invite you to do a blog post for matrix resources.