Public Finance Blog

Today’s blog is going to share a strategy that can be applied by either the hiring manager or the candidate. It’s the demonstration by either party of how bad they want the candidate or conversely how bad the candidate wants the position. Motivation by either party can and will move the needle in one direction or the other. Let’s discuss this.

Moving Forward…Together

In the last couple of weeks we’ve looked at what a candidate or a hiring manager does to move a candidate forward, but what has not been discussed is the underlying reason and action of the candidate. If a candidate can truly demonstrate his or her desire for a particular position (and it’s not just to leave their current position) and his or her overwhelming desire to join the new firm, that goes a long way in moving their candidacy forward. How exactly is that displayed?  What can either party do to show this enhanced motivation?

Let’s Talk Risks Before Desire

A couple of examples on exhibiting desire are warranted here. One of the check marks that has to be earned is that hiring this candidate definitely minimizes the risk of it not working out. Therefore, the extensive checking of background and previous accomplishments becomes crucial. Obviously the candidate cannot influence the background reference check but they can instrumentally influence what they provide to satisfy the hiring manager of their past performance. The way they present the information becomes critical.  Do they just put together a spreadsheet for example? Or do they create an entire deck to impress the manager? Another example is: can they minimize the risk of licensing if they don’t have the current licenses? I have a firm that a candidate is so desiring of the position that he or she is willing to take additional licensing before they even start, thus mitigating the issue of passing a test.

Time To Flip It Around

What can a firm do to show they want a candidate?  This is slightly harder. An example that comes to mind is one of a bond counsel firm expediting the process of further interviews.  Rather than going by their normal process, they are recognizing my candidate’s desire to move at a much quicker pace and they are accommodating his or her desire. Lateral questionnaires are being done at the same time.  Further management introduction meetings are being arranged. These steps are certainly demonstrating the firm’s desire to show how much they want this particular candidate.

What 2025 Calls For Is…The Demonstration Of Desire

The more either party can demonstrate or feel the desire of the other party, the more the receiving party is going to want to make a move. And in 2025 this is crucial as everyone wants and should feel needed to help them desire their next transition or employee acquisition.

Conclusion

You don’t need a resume to chat with us! If you would like to discuss your options, please reach out for a confidential conversation at 760-477-1284 or email at harlan@hfriedmansearch.com. He can also be reached on LinkedIn. Harlan publishes a blog every Thursday here. Subscribe to our monthly newsletter here, which is a compilation of our weekly blogs, so you never miss one. 

About Harlan Friedman, JD & Founding Member, H. Friedman Search LLC. Harlan is a thirty-year veteran Public Finance Banker turned recruiter who specializes in the placement of all levels Public Finance Bankers, Healthcare Bankers, Municipal Advisors, Compliance Officers, Issuers, and Bond Counsels.