In the past we have discussed timing about when to make a move, but this blog is not about that at all. Before I share the contents of today’s blog, I want to ask a question. Have you watched the Lost Symbol on Amazon Prime? It’s the next portion of the book series by Dan Brown, the author of the Da Vinci Code. If not, here’s a quick synopsis: Robert Langford is tasked to find the illusive capstone. The capstone is the portal to the next world. But what is a capstone? It’s a pyramid. What is a pyramid but a three-dimensional triangle? And it’s that triangle that I want to discuss in today’s blog as it relates to the timing for hiring success.
Your Career’s Triangle
A triangle, as you know, is a three-sided object with a base and two sides. Let’s assume for this discussion where you are right now in your career represents the base of the triangle. One side represents your ascent to a new position and the other side represents the new companies’ ascent to hire you. When both of you meet at the apex of the triangle, a deal is consummated where you are hired and start within a reasonable period of time. That is the timing for hiring success. But what happens if you do not reach the top of the triangle together? The deal never happens. It’s the management of this timing that becomes absolutely crucial to the success of the hiring process.
An Example Of Timing For Hiring Success
A perfect example is that I was recently working with a candidate where I was aware of the timing issue, but the client had a more pressing need to hire. It was either my candidate or another one that would start sooner. Because of this pressing need my candidate was asked to move quicker, which they were not able to accommodate. The firm would have loved to hire this candidate. They were further up the side than my candidate (as I was already aware), and the deal could not come to fruition. Maybe next year there will be conducive timing for hiring success though!
The Importance Of A Recruiter – Especially With Timing For Hiring Success
If you have a recruiter, it is up to that recruiter to pace everyone correctly. If either the candidate or the client moves too quickly (or conversely, too slowly as mentioned above), nothing happens. The recruiter must constantly be taking the temperature of both parties. The process of taking the temperature consists of asking wide-open questions. Also, my favorite question to ask both parties is, “Has anything changed since our last conversation?” The key is not to just ask the question and expect a no, but to ask the question with true empathy and being that trusted advisor. If you are filling that role, the trust will come out. The process (including timing for hiring success) may need to be adjusted to meet the change in circumstances. Another question I like is, “If everything is going as you expect, when would you want to start?” This really gets the candidate thinking about their current situation and when they can properly extricate themselves from their existing position to start the new one. As a side note, the nearer we get to the end of the year and bonus season, the more start dates are pushed off till the start of the new year. But what if you do not have a recruiter representing you?
Meeting At The Apex
In that case, you need to be asking yourself those same questions. You need to understand what the proposed timing for hiring success is of the client if an offer is imminent. Or you need to know that they are moving at a much slower pace than you and adjust accordingly by either going at the pace or withdrawing your name to the pool of candidates being considered. The key is no matter with or without representation, you both must meet at the apex of the capstone. Because it is the apex where the portal will open, and you will be hired for your next position.
Conclusion
If you would like to discuss your options, please reach out for a confidential conversation at 760-477-1284 or email at [email protected]. He can also be reached on LinkedIn. Subscribe to our monthly newsletter here, which is a compilation of our weekly blogs, so you never miss one. You can find our listing in the “supplier and services” section of the Red Book under the title of “executive recruiting”.
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.