As a recruiter who prioritizes trust, I build lasting partnerships with my clients over long periods of time. Throughout years of collaboration with a client, I come to understand not only what they expect, but how to source and coach candidates who will land an enthusiastic offer. This style of relational recruiting not only benefits my clients but benefits the candidates they seek as well. I take great pride in preparing and supporting my candidates through every step of the process. It’s one of my favorite aspects of this job.
A few months ago, a long-time client of mine assigned me a search. So, I found and began working with a candidate who would be an ideal match for the position. Their resume aligned perfectly with the client’s preferences, and their personality would fit seamlessly with the company’s culture. From our very first conversation, I knew it had the potential to be a perfect fit on both sides. During the initial stages of the interview process, the candidate was receptive to my coaching as we discussed several key points that would be essential to address effectively. They were the clear frontrunner—until they weren’t.
While the candidate was open to my feedback on their interview tactics, they did not consider my advice about their formal presentation — a key part of the client’s hiring process – and declined my invitation to role play their presentation. I reminded them that, while role plays might be uncomfortable, they’re incredibly helpful for shaking off nerves and giving constructive feedback that can take a presentation from good to outstanding. In fact, 99% of the candidates who go through this process and take my feedback seriously end up receiving an offer.
The candidate and I set aside time the day before their presentation to review their material. I waited all day for their presentation materials to arrive in my inbox, but they never did. When the candidate and I finally connected, they informed me that they had not created one, opting instead to pursue an alternative strategy.
I was taken aback, knowing that this would not be in line with the client’s expectations and was likely a mistake. During our conversation, I tried to understand how my candidate planned to convey the necessary information without slides, and I asked them to participate in a role play with me. They provided a general overview and outlined their approach but would not engage in traditional role play. I politely confirmed that they still wanted the position, and they assured me nothing had changed since our last conversation.
Although I was confused, I tried to understand their reasoning while still offering guidance on how to move forward. I was honest about my concerns, explaining that I hadn’t seen a candidate take this approach before and wasn’t sure how it would be received. I advised them to know their content inside and out and to be as clear as possible in their presentation.
When my candidate and I debriefed their presentation the next day, I could tell from their tone that it hadn’t gone well. They sounded deflated and uncertain. They admitted to staying up late to create a presentation but felt that it did not meet the client’s expectations. While my role is to encourage and remind them that “we never know the outcome for sure,” I had a strong feeling it would not end in their favor. The next day, I received word that the client had decided not to extend the offer. The candidate texted me, saying they wanted to talk but needed some time. I acknowledged their situation and followed up a few days later, but I didn’t hear back.
This experience serves as a cautionary tale. A dedicated, relationship-driven recruiter is committed to supporting and guiding their candidates throughout the entire hiring process. It is crucial to take their advice and direction seriously, as it can be the determining factor between securing the position or missing out on the opportunity.
