BrightMove Recruiting Software
Get a Demo or
Start a Free Trial Today
Private and Confidential
RECRUITERS BEHAVING BADLY: Does
somebody need a time out?
By Nanci Lamborn, SPHR and BrightMove Recruiting Software
When we were all somewhere between the ages of 3 and 7 years old or so, we began
to recognize the difference between unintentional sins of omission or negligence and
the intentional choice to do whatever we jolly well pleased. What spirited adult doesn’t
recall at least a small block of time from a childhood of headstrong precociousness
being spent in the dreaded time-out chair? I would venture to say that even the word
“time-out” evokes certain images for each of us, whether or not we really meant to paint
the cat or make sissy’s ponytail go bye-bye. And anyone who has enjoyed watching Brit
Jo Frost as ABC’s The Supernanny http://tinyurl.com/2c2t59l can certainly respect the
behavior altering power of a well executed time-out period.
So can it alter the habits of badly behaved adults as effectively?
Stories abound of late regarding potential employers behaving poorly towards
candidates http://tinyurl.com/nx9w7m, and job seekers who are warned to use caution
with recruiters http://tinyurl.com/39tkczl. But go looking for accounts of professional
responses to these sorts of corporate behaviors, and the results are non-existent. So
here’s a novel concept. What about a professional time out?
Case in point: A company seeks the services of a recruiter for a hard-to-fill position and
provides a job description and a clearly budgeted salary range. A few presented
candidates miss the mark slightly until the recruiter presents the Pièce de résistance
aspirant, with a pricey catch of course, and the employer agrees to consider the
superstar even with the recruiter’s clarification that this hire would command a specified
chunk of cash over their top limit. But, per the recruiter, “he’s SO worth it.” Fast forward
through stellar interviews to what becomes uncomfortable n