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TAtech Tip: Engage in Re-Recruitment

TAtech Tip: Engage in Re-Recruitment
From Recruiter - July 25, 2016

Winston Churchill once opined, To improve is to change, so to be perfect is to have changed often. That may now be the mantra of top talent, as it has become increasingly common for them to change their minds and go elsewhere after accepting an offer. How can you protect yourself from this new recruiting plague of now-you-have-them, now-you-dont? Engage in re-recruitment.

During thetight talent market of the dot-com bubble, as many as four out of everyten new hires failed to show up on their first day of work. They said Yes, and then they changed their minds. They were convinced, and then they werent. They backed out of their commitments and moved on to what they considered to be better ways to improve their situations.

How could this happen? Its peculiar to the nature of top talent.

These candidates have rare skills or are considered top performers, so they are almost always employed when they receive an offer. Therefore, they have to give notice when they say Yes, and in the intervening two or four week period, many can beand often areeither lured back into the fold with a counteroffer from their current employer or hired away by a greener-grass offer from some other recruiter. The recruiter who did all the initial work to put them into play and get them to say Yes is left holding the bag and facing the prospect of starting all over again to fill their requisition.

Fast forward to today and we are, once again, facing a tight talent market. And once again, top performers are changing their minds. This time, however, there is a way to protect yourself from such fickle behavior. All it involves is the addition of a single step to your recruiting processa step I call re-recruitment.

Getting Past Yes

In most organizations, both the job of a recruiter and the recruiting process end when the candidate accepts an offer. At that point, the candidate istypically turned over to the HR department for onboarding, and the recruiter moves on to the other 75or 80open requisitions on which theyre working.

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