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Hi Wendii and Todd, thank you for your response to my question on Linkedin, and hello to Mark, Mike and the rest of the MT community.

 

When a recruiter asks, "Would you know anyone who might be interested in this role", the MT podcast recommends trying to help them.

 

If I know people that are in similar roles but I do not know if they would be interested in changing, how would I best handle the situation? Would I simply gave the people's name and phone numbers to the recruiter? Or would I say, let me check for you, call the person and ask if they are interested, and then revert to the recruiter?

 

Is there a conflict of interest with my employer if the person is working with my employer?

 

In cases where I honestly do not know of anybody, I would probably say that I am sorry but no one comes to mind. Does that reflect poorly on me that my network isn't big enough to have someone in mind? It also fails to help the recruiter, when the MT podcasts recommend helping the recruiter.

 

I'd like to understand better, how to handle recruiters requests for other people who might be interested in a role. Please respond when you have a chance.

 

 

Mark's picture

Don't worry about other's interest, worry about FITNESS.if they're right, recommend them. If they're not, don't.

It's up to them to decide about their interest.

And trust me, you CANNOT know what their true interest is.

Mark
From the one beach I will have tme to visit this year, on my iPad, on a Sunday morning

Sofitany's picture

I have received this type of message from recruiters, in relation to jobs for which I  think I am a good candidate. Should I assume that I am not?

Sofia

 

 

jrb3's picture

The whole point of this message from a recruiter is to continue widening the range of possibilities.  If you think you're in that range, tell them so!

Whether or not you add yourself into the mix, continue to pass the message along to others.  I treat it like all other useful connection-making, where I'm not sure the other person wants to be contacted -- I give the recruiter's info to the potential contactee, so that the non-recruiter can initiate a warm call as appropriate. 

TNoxtort's picture

I was interested in the response to this one as I have had the some of the same questions about my coworkers instead.

I've learned that there are lots of recruiters out there. Some want to build relationships. Some want to fill a position. Some just want to get names. I am not looking right now, so I want to build relationships. Like any relationship, I have to be honest. If I don't know anyone, I don't know anyone, and if they don't like me for it, oh well. Plenty of others see talent in me.

I too have hesitated to share coworkers names, for fear they might find out it was me. Recently though, I've realized that many of my coworkers have been unhappy and several resigned. I had actually given the name of one to a headhunter once, because I felt it was a job that fit him. In the future, if it was a recruiter whom I felt would protect my anonymity, I would give the name.

For example, I got a Linkedin E-mail yesterday looking for two types of people that I do not know -- pharmceutical, no PhD, lots of experience. I replied back. I got an automated message that she is not the recruiter, just the one who posts the jobs, that I should check their website, if I hadn't heard on a job to be patient as these things take time, etc. etc. I felt a bit "impersonal." If I did know a potential candidate, unless I knew this person wanted to leave, I doubt I would pass it to this recruiter, for fear of exposing me.

For me, as I posted on another thread, having a relationship with a recruiter is important to me (note - I am not looking right now) and if that isn't there, I'm hesitant.

stephenbooth_uk's picture

 Some people I know are fine with their name being given to recruiters, others not so fine and others hostile.  Some recruiters I know and trust to make a reasonable response, some recruiters I know and trust to jump in with both size 13s first and wreck any relationships, some recruiters I don't know.  The response I give to the question about do I know anyone suitable (presuming I do) depends on these factors. 

If I know the person is OK with their name being given out and the recruiter isn't one I know to be in the second group I'll give the name and contact details, probably also ask the recruit to hold fire for at least half an hour as I'm sending the person an email to tell them to expect the call.  If the person isn't fine or I know the recruiter is a relationship wrecker I ask to take their details and pass them along to the person. 

Once I've gotten to know the recruiter well enough to know they're not going to wreck things (this could be how they come across in the first phone call or could take a couple more interactions) I usually invite them to connect on LinkedIn.  This then obviously gives them access to my connections.

 Stephen

--

Skype: stephenbooth_uk  | DiSC: 6137

"Start with the customer and work backwards, not with the tools and work forwards" - James Womack

 

jpsc's picture

Could not agree with Mark more.  For what its worth I have never had a recommendation complain I put their name forward, and I have had a few thankyous.  Even when they turned down the opportunity.  I only give a name when I think it's a good fit.

 

Jonathan

stevesim's picture

The reommended guidance from "How to Handle Headhunter (Executive Recruiters)" released 3/20/2006 is to give tehm the persons name but to ask for time (say 24 hours) to approach the person and let them know you gave their name to the recruiter BEFORE the recruiter calls them.  This actually makes the recruiter's job easier since now they are cold calling, they are actually "warm calling" since the person you suggested knows the call is coming.  In adition ht eperson you suggested now has some time to think about it and if they have listened to Manager Tools/Career Tools they will be ready with some answers to the recruiters first questions;

What's your current situation? - 8/14/2009

What are you looking for? - 9/17/09

What is your salary expectation? - 9/24/2009

How to handle location in an interview? - 12/10/2008 (i.e What is your location preference)

 

Steve Simmons
CGEIT, CISA, CISM, CISSP
DiSC=7115