CHICAGO, IL - Some VP's of HR feel cheated if they don't see 8-10 candidates for a given search -- even if the first two candidates are an exact match.
I don't get that. Who's better at "Name that Tune?" The player who can name that tune in eight notes, or the player who can name it in two? Recruiting is all about getting it right in as few attempts as possible. Contingency recruiting, especially.
If a client wants to interview poorly fitting candidates, they should run a post on a job board. On the other hand, ...
If a well-connected recruiter with a proven screening methodology has done his homework and understands the role, the corporate culture, and the underlying economics of the industry -- there's no reason why he shouldn't get it right in less than three submissions.
That's my philosophy, anyway. After all, I get paid by the placement -- not by the submission.
And this isn't about my being lazy. It's just smart candidate relations. I am reluctant to churn through my VP-level candidate database when I know I may have already submitted a winner.
The same rationale applies when a candidate says "The client can call my references after they give me an offer -- because at my level, I'm reluctant to burn out my C-level references on speculative deals."
That makes total sense to me. Does it to you?
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