The Re-Direct: Unethical Recruitment Continued
Even when a candidate interviews well for a job, the hiring manager is still likely to provide the recruiter with some constructive feedback. When it’s a minor criticism or concern, a re-direct can highly increase the candidate’s chances of getting the position. A re-direct consists of the recruiter sharing the hiring manager’s feedback with the candidate immediately after the interview. That way, when the candidate reaches out to the hiring manager later to say thank you, he/she can subdue any concerns by addressing them, at least in passing.
For example, if the hiring manager needs to fill a role in Los Angeles and tells the recruiter the candidate did well, but questions his/her willingness to relocate from Boston, the recruiter can get on the phone and tell the candidate this information. Not so shockingly, the hiring manager would get an email from the candidate the following day saying something along the lines of “I’m so excited about this opportunity. Not only is it exactly what I’ve been looking for, but it’s always been my dream to move to the west coast!” The scheme constructed by both the candidate and recruiter to undermine the hiring manager will probably work. This isn’t called recruiting support or creating competitive advantage; it’s unethical trickery.
Effective, yes. However, there are several things wrong with this set-up. First, the candidate is misrepresenting him/herself, in a way. If the candidate was not able to communicate or exude a certain message (wanting to move to California) to the hiring manager during the interview, chances are he/she is not a fit for the role. Secondly, if this is the case, the recruiter has not acted in the best interest of either the candidate or the organization. If indeed the candidate was not a good fit for the role, most likely he/she will vacate the post within a few months. Especially at an expansion stage startup, this would harm employee retention metrics. The search for the right hire would then start over, costing the company more money and unnecessary “eating away” at the venture capital investment. This also means wasting more of your own time as a recruiter.
All it takes is one scenario where the hiring manager learns about your little shenanigans. Who knows when the new guy will slip and tell his team during happy hour how he landed this great new gig… in which case you, the recruiter, will need a hand finding a new job… for yourself.
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