Even when an employer is working with a recruiter to fill a position, there are times when the hiring manager decides that they should be the one to make the formal job offer to a candidate. In these cases, the recruiter is left out of the loop. To put it simply, this is an error.
Convincing the recruiting manager or other corporate authorities that this is a mistake might be difficult at times. However, this is something that should not be done. This is the case regardless of the length of time the recruiter has been employed by the company in question. This is the case even if the recruiter and the recruiting manager have collaborated in the past.
When it comes to extending a job offer to an applicant, there are certain potentially risky assumptions.
So, why does anything like this occur? Well, there are a few causes for this, and they are all the result of potentially risky assumptions made by the recruiting manager and/or other corporate authorities. Among these presumptions are the ones listed below:
1. The person in charge of recruiting should be the one to make the formal employment offer.
After all, the employer is the one who has a job that is now vacant. Therefore, there is no question but that the recruiting manager should be the one to make the offer, right? Despite the fact that this makes perfect logic, and despite the fact that this is the case in a scenario in which a recruiter is not involved, this is not the course of action that should be taken in our circumstance. When an employer collaborates with a recruiter, the decision to make an offer does not automatically rest with the hiring manager.
#2: The applicant is waiting for the hiring manager to formally extend an offer of employment to them.
On the surface, it seems that this makes logic as well. To reiterate, if the company intended to fill the job without the help of a recruiter, then the applicant would absolutely expect the hiring manager to be the one to make the offer. However, as was said before, this is not the circumstance in which we find ourselves.
#3: The likelihood of the applicant accepting the offer is increased as a result of this factor.
This is perhaps the assumption that carries the highest risk of them all. This is analogous to a candidate believing that getting around the recruiter and interacting directly with the hiring manager at the beginning of the process would be beneficial to their candidacy. There are some people in charge of recruiting who are under the impression that if they make the offer, the applicant would get an idea of how interested they are in employing them. I'll say it again: it makes perfect sense. However, this is not the case in any way, shape, or form.
Relationships and property are of equal importance.
Therefore, why should human resource professionals make the formal employment offer?
This primary factor may be summed up in one word: the connection that exists between the recruiter and the applicant. In the end, it was the recruiter that sourced (discovered) the individual to fill the position. They are the one that first introduced the applicant to the opportunity they are applying for. They are the one that persuaded the applicant to give the chance some thought and to participate in the recruiting process that the company was doing.
Then there is the knowledge that the recruiter has imparted onto the applicant that they have discussed. After all, the recruiter has more information than the applicant does on both the job and the company that is hiring. And let's pretend, just for the fun of it, that this is a secret search, and that the applicant in question is an outstanding passive candidate. As a consequence of this, the applicant would not have been aware of the employment opportunity if it were not for the recruiter. (And while we're at it, naturally, the employer would not have been aware of the position if it were not for the recruiter.)
The applicant feels that the recruiter is working on their behalf and assisting them in navigating the process since they believe that the recruiter is helping lead them. They are aware that the recruiter is a precious asset, both for the information that they possess and the part that they play in the process that they are involved in. And let's not overlook the negotiating step that comes before the offer stage either. At this stage, the applicant is most reliant on the assistance of the recruiter. In addition to this, the applicant is more at ease negotiating with the recruiter as opposed to directly with the hiring manager since the recruiter is an intermediary.
The whole procedure is quite analogous to the buying and selling of property. When a transaction of this kind takes place, the house buyer as well as the home seller engage the services of a real estate agent. The buyer and the seller do not often interact directly with one another in most transactions. This is particularly true throughout the offer stage, as well as the talks that take place inside the offer stage. When an executive recruiter is engaged in the recruiting process and the company wishes to make an offer of employment, the procedure is exactly the same.
You should be aware of this fact if you have worked as a recruiter for any length of time and have seen a hiring manager try to make an official employment offer straight to a candidate. This is due to the fact that you probably already have experience dealing with the repercussions of an incident of this kind.
Candidates should not count on the recruiting manager to extend the formal offer of employment to them. They had not made any preparations for it. They are "thrown for a loop" as a result of it. And at that point, the recruiter is responsible for "damage management."
In addition, industry trainer Gary Stauble of The Recruiting Lab has written an outstanding essay for the Top Echelon Blog that covers the problem of a recruiting manager at one of your customers who insists on making the formal job offer to a candidate. This article's title, "6 Things Recruiters Should Say When Their Client Insists on Making the Job Offer," is taken from the blog post's title.
As a part of its Recruiter Coaching Series, Top Echelon provides a free monthly webinar for its clients. Following the conclusion of each webinar, we will upload a recording of that webinar on the relevant page of our website. These webinars cover a wide range of subjects relating to recruiters and recruiting. These are themes that deal with customers as well as potential prospects. As usual, the purpose of these webinars (and the videos that accompany them) is to provide assistance to recruiters so that they can fill more positions.
This particular predicament, which is discussed in this blog article, is addressed in a webinar video that can be seen on the Top Echelon website. This video's moniker is "The #1 Strategy for Billing More and Working Less," and it promises to reveal just that.
Top Echelon provides a variety of recruiting solutions, such as training and webinars, in addition to these options. Among these potential solutions are the following:
System for monitoring applicants called Big Biller
Top-tier network for personnel recruitment
Back office of Top Echelon Contracting's talent acquisition