Recently we were able to accomplish something that was very difficult to do-the double hire. We were able to help a client by filling the original opportunity with one executive. But here was the challenge and opportunity: the client also decided to offer a position to another candidate we sourced who fit their culture and was a great long term potential. Two executive candidates filled in the same time period for the client. Like scoring two touchdowns at once!
As any recruitment professional can tell you, this is difficult to do. The client does not usually have the approval for two executive openings and must obtain it. The 2nd candidate who gets offered the second job has to get over that they were not the client’s first choice. Usually there is a long lag time in developing this type of second position. The executive search professional has to develop a strong rapport with the second candidate so that he/she is totally in the loop. Client line management has to also get involved with the 2nd candidate to insure that they are informed that this is the direction the company would like to go and that they do have a serious interest in them. While the clock is ticking, the 2nd candidate is also interviewing for other opportunities with other companies.
The double hire scenario is filled with potential land mines. It takes a team effort, patience and trust with all parties involved to pull off a double hire: the executive search firm, the client and the candidate.
Never had the privilege of developing a “Triple Hire” but would love to attempt one!
