The Job Search Solution
The Importance of a Relationship Between a Senior Candidate and a Recruiter Part II
Dave Perry Interview with Dave Perry: Dave and Tony continue discussing the importance of the relationship that a senior candidate has to have with a recruiter.
Welcome. This podcast is sponsored by the jobsearchsolution.com. America is only 60 hour program of everything you could possibly imagine about how to find a job. The jobsearchsolution.com has successfully helped more than 100,000 people find a job as fast as possible. The jobsearchsolution.com. We are back with Dave Perry here on the jobsearchsolution discussing a real important aspect of the job search, especially when it comes to getting a reference from a previous employer. Before we get back to that, Dave, tell people how they can find you when they need you and your newest product out on the market. The easiest way to find me is to go to perimartel.com. That's the website for my search business. A lot of information there for both employers and job hunters. If you're actively looking for a new opportunity, you should go to the website Work Insight. W-O-R-K-I-N-S-I-G-H-T dot I-O. That is a job board that I've set up with a friend of mine. It's now cycle through more than 18 million jobs in the last 18 months. It's free. It's free for job hunters. You can go and put yourself there and put all your details in and nobody knows who you are until you want them. So anonymity is guaranteed. So you can stay there forever. Recruiters can use it for free. Post jobs, find candidates. It's free. Employers can do the same thing. Post opportunities, find candidates. The anonymity on the candidate side is 100% until you as a candidate to say, "Yeah, I think I really want to talk to them." You raise the cover and start to talk about who you are. That's where I would go. I was looking for a job. It's a great program and a great product. So they called and said, "No, no, no. We really want to give the old boy a good reference. Is that what you heard?" And it was too late, right? So that's what I heard more or less. It was too late. It was an eye-toler in the your line. But this individual, they treated this so casually. And they were the VP of HR. I was stunned. I read them the riot act, which I have never done. I've never sworn in a client. And bear with me here. I called them at their office, left the voicemail. I emailed them at their office multiple times. I called them at home at the voicemail. I called them on their cell phone, left the voicemail. I texted them. There were no excuses. This was just pure ignorance or arrogance. I'll never figure it out. But I had to turn to the candidate and say, "You know, here's what's happened." And the other ones are fine. But this is the one that answers this question. And without this question answered, I'm not recommending that we move forward. Now, you've got to understand, folks, for Tony and I, this is months of work. This is hard-bringing. What did the poor candidate say? Oh, he was just beside himself. And I said, "You know, so I had the whole, there's so much good going forward." And I'm now actually in the process. Actually, good question. You brought this up. I'm now in the process of recommending a really good book. It's written by someone in Texas. You love this. It's a book called Search in Plain Sight, Demystifying Executive Search. And it's written by Summer S-O-M-E-R Hackley, who is a recruiter. I believe she's Dallas. And she does executive search. But I've just finished reading her book probably about two weeks ago. And I'm going to send a copy to this individual because there's a chapter. The last third of the book is full of, "Here's what you do to make sure you're showing who you really are to the recruiter and the employer," which is what we're talking about today. And if he had read this, if I had read it earlier and recommended it, because I don't prep candidate, if I want them to go and own auntyrell, he wouldn't have made this mistake. And we would have finished this search. So you get to understand, folks, this is month and month and month of work. It's full candidate. He must have been deciding himself. Did he ever call that reference? I have no idea. We haven't talked in probably three weeks now. And I really don't know. I'm on the search. And we had two candidates that were pretty closely qualified. And I like this guy the most. And we haven't closed on the other one yet. But this one's definitely out of his wheelhouse now. It's in a sense fortunate. These are where they take cost him the job. Oh, I made it abundantly clear. And by the way, folks, I was so upset about this. This is something I can be sued for. Okay? And I don't care. I would love to take this person on in a court of law. Absolutely. It will cost them their job. And I guarantee you if it comes to it and they can and they can plane. That's the CEO of the company that they work for. It will end up on the phone with me. And that individual's career in HR will be over. I mean, seriously, this was the violation of trust. It was the violation of their job. It was a simple phone call they had to return. And I've talked to other people about what my concern was with this candidate. And they said, "No, there's absolutely nothing there." So this is just maybe they just don't like this individual personally. And that happens, folks. And you have to recognize that. And in fact, when you're giving a reference, if you know you've had an issue with a boss or someone clearly doesn't like it because you're too smart or you're too pretty, you got to mention it to the recruiter. We don't want to be caught in the middle because someone is giving a toxic reference. And it does happen. People all of a sudden get this, you know, no pun intended, get this God complex and decide that they're going to teach someone a lesson. I've seen this. I've never been tripped up by it, but I have seen that. That's a well-known thing. Yeah, probably. My experience has been that it's just lazy. And rude. And rude more than anything else. Just rude. And just put it off and put it off. But they don't realize that they stand in the way of somebody else. And that's where it just, it's just unforgivable that you would stand in the way of somebody like that. Dave, you always make us think, wow. And really, and you know me, Tony, I'm not going to let this go. I have never been so upset in my life. Forget the amount of work that I put in. I don't care. The CEO, when I finish this role and it's done, I will surf back and talk to this individual's boss, the CEO of this company. Because here's my concern. If they were willing to be that casual with how they treated this event, I can only imagine the chaos that's happening inside the organization that they're responsible for because of their arrogance. That's true. And I'll make sure that I bring it to the attention of the CEO. You know that. Dave, make us think and we really appreciate it. Thank you all for listening, Chris Haney. I love you. Let's help pray for real peace. Pray for the unborn. For giving us forgiveness. Stay humble. Take a moment today to be grateful. Pray for those who are needing work. Pray for our society. Trying this again for the JobSearch Solution. This podcast was sponsored by the JobSearch Solution.com. It's the world's most successful online job search program. My expert in The Trench's advice has been used by more than 100,000 people to successfully find a new job. So go to the jobsearchsolution.com and start today toward a better job.