Published on: Monday, February 14, 2011
Courtship and the Job Search
Comments
In a response to an ExecuNet member's question about not being bothersome to the hiring decision-makers, yet continue to show interest executive recruiter Bradley Richardson likened working with recruiters to dating.
Richardson says there is a very fine balance candidates should maintain: eager, but not desperate; "in-demand" but hard to get, particularly when it comes to follow-up. How much is too much? How long should I wait?
"What's the difference between persistent and obnoxious? — and believe me there is a difference!" says Richardson. "In relationships it is easy. Think somewhere between the three-day rule as the norm and a 'restraining order' as the outer limit. Interviews are tougher to judge, even though many hiring managers feel they are being stalked like some jilted high school crush."
Here are Richardson's general rules of thumb for following up and staying on a recruiter's mind, without driving him out of his mind.
Know the Process and Where You are In ItJust ask where they are. Are they just getting started? Are you the first person they are speaking with? Is this search urgent or are they waiting for a person to leave in two months? And ask what the process is. There is nothing wrong with asking these things directly and for clarification and specifics for a timeline. This will help you manage your expectations.
#$@#%! Happens…Yes, that is a technical term which I've trademarked. There is no better way to put it. Stuff happens that will delay or derail the process. An internal candidate suddenly decided he wants to be considered. The CEO wants the hiring manager to talk with someone he knows or used to work with. People who are critical to the interview process go on vacation, get sick or have babies. While aggravating, this more often than not has nothing to do with you. Simply put, this may be a bigger a priority to you than it is to them – especially if you are in transition, are about to be let go, severance is running out, etc. Getting quick responses and a speedy process is the number one thing in your life. But to the hiring manager it may be number six B on his or her to do list. Also, realize that time stands still when you are the candidate. A two-week delay feels like time is standing still.
The 24-Hour RuleAfter the interview you should follow-up immediately and no later than 24 hours to give your feedback to the recruiter (if not a corporate recruiter), express interest or disinterest and see if they have immediate feedback from client.
The 3-Day RuleIf the recruiter didn't have feedback earlier, they should by now. Now is a good time to "briefly" offer any additional thoughts, insight or interest about position. By doing this, you look thoughtful and not reactionary, which can happen in the first 24 hours.
The Every 1 to 2 Weeks Rule – Not MoreAs I said earlier, knowing what the process is and where you are in it will help manage your expectations. If it is six weeks before a decision is made, you will be shooting yourself in the foot by calling every week. That said, the squeaky wheel does get the grease — just don't overdo it. All it takes is a simple call or brief voicemail or email that simply states your interest and updates the recruiter with any developments on your end that may be important to the process. (Like, you have another offer.)
You can ask them if anything has changed or developed with the search. Make it just a quick "non-invasive or abrasive" contact to keep you on their mind. But realize that in return the answer may be, "I've got nothing yet." I tell candidates all the time that they can contact me about a status check, but sometimes the answer may be "nothing." By the way, getting mad at your recruiter for the client's slow reaction does not help you at all. We are likely as frustrated as you when things drag on.
Robyn Greenspan
Lessons learned from and about six-figure leadership and executive career management
