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I take exception to the comment "why should the employee take the hit for the Recruiters failure".
The Recruiter is the Employer not the person who offers a shortlist of candidates selected against an agreed criteria.
Whose is the failure when the recruitment is done directly and still the candidate leaves too soon - for whatever reason.
All the methods you highlight to help the decision making process i regularly recommend but most employers choose not to meet candidates socially, have dinners, meet their spouses etc.
If you are going to use any Recruiter then it is your responsibility to check them out in the same way you should check out a candidate. Your selection of the Recruiter and the Candidate is purely down to your ability to assess and determine their capability.
If you are recruiting at Executive/Board level and willing to pay Premium Retainers/Fees then i agree you should expect a more rugged and explicit recommendation from the Recruiter.
Otherwise just recruit direct or appoint a Recruiter that has a good reputation and learns about you and your business to ensure only candidates who meet your brief are recommended. The final decision is always yours.

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