As an Austin retained executive search firm, we have a fiduciary duty on behalf of our company clients to know when a candidate for a position will not work out in the end. In other words, when it becomes clear that you will not be able to help the client hire the candidate because of issues that cannot be resolved.
When I sense that the candidate will not “close” to a successful conclusion, it is much better to predict this outcome during the “4th” inning and not the “9th” inning of recruitment. The ones that go to the “9th” inning are the most painful as the retained search consultant, the company and the candidate have spent considerable time attempting to get to the finish line but without a bonafide hire.
The retained executive search professional must listen to the cues that indicate that the candidate and company will not be successful in the end. Determination of the following areas of the candidacy will contribute to understanding when to end a candidacy for the client:
- Looking for the candidate to be as flexible as possible with their schedule to insure that they interview as fast as they can for the company (dragging their feet means something negative)
- Understanding whether the candidate’s management style is a fit for the new company culture
- Understanding the compensation parameters that the candidate has for the new position and whether there is flexibility
- Understanding whether the candidate and his/her family are “up” for the relocation to the new city
- Understanding the motivation that the candidate has for making the change in position
- Understanding the other company offers that the candidate may have when you are about to make an offer to them
