This week we conclude the two-part series about what opportunistic hiring really entails. We left off with the first interview being completed, now let’s address the conclusion of the process. Once again, we will demonstrate the effectiveness of the opportunistic hiring process compared to traditional job hunting with or without the use of a recruiter. We begin with the debrief.
First Move: The Debrief With The Use Of A Recruiter
If you are working with a recruiter, the debrief is the process when the recruiter asks you to summarize the first call and try to ascertain the next steps if any. In a traditional hiring process, the candidate is trying to fit into a mold of what the hiring manager is looking for – someone to fill their void. Therefore, a debrief would be quite simple with the hiring manager. Does he or she warrant a second call? The hiring manager then will determine if you fit all the checkpoints that he or she has in mind. Again, this can only happen with the use of a recruiter as the hiring manager is going to share this with only some candidates, only the ones that he or she is considering. Remember: in the non-opportunistic approach, the pool of candidates can and will be significant. In an opportunistic debrief, the hiring manager and the recruiter will work together to see if it makes sense to create that new position. It is only through the debrief that we first speak with the hiring manager. Once we are aware of their desire to create a possible new position is when we debrief with the candidate. During these discussions, we delve into the most important question identified, “Do you want to learn more?” This topic was mentioned in our last blog. The difference is that we now know the hiring manager does want to learn more.
Second Move: Second Interview
After the debriefs are concluded, the candidate (not the hiring manager) has the next move. Since a new position is being at least contemplated to be created, we recommend at this time that you share with us the people that you want to chat with in your second interview. You may not know the names of the individuals, but you certainly know their roles. For instance, the head underwriter if you are a banker. By you allowing us to schedule those next calls we can further ascertain the likeliness of you wanting to continue to progress along, as well as the firm’s desire to as well. Also, the debrief will allow me to share what you like and where you may have concerns. Opportunistic hiring allows all of these things to be more than adequately addressed with the use of a recruiter. After all the interviews have been completed, the opportunistic process shines as we get to the offer stage.
Third Move With The Use Of A Recruiter: Compensation & Offer
In a non-opportunistic offer stage, a candidate is given what the range of the salary falls within. All with the hope that the hiring manager can get the new candidate at the low end of the range and certainly not the top of the range. In an opportunistic hiring world, the recruiter presents to the hiring manager where the candidate would like to be salary and compensation-wise. The recruiter is extremely aware of what the true value of the candidate is since he/she has placed many of the same types of positions with other firms and most likely that one as well. As there is no set position, there is no set range and the candidate’s true worth can be valued and provided for. Once an offer is tendered it is usually accepted immediately with the use of a recruiter because the candidate has received what they wanted. Therefore, the hiring manager is most likely assured the candidate will accept and start. In a non-opportunistic situation, there is no guarantee of the likelihood the desired candidate is going to accept. If you want the assurance that you are being represented correctly and most efficiently for you, the opportunistic hiring process is the one to choose.
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. 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. 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.