‘Crazy’: They Only Send Two Cops if the Candidate is REALLY Bad
Okay, so this “Crazy Recruiting Story” is 11 years old . . . but we don’t care. It’s a doozy, as the headline of this blog post most definitely hints.
The story was submitted to us recently by a Top Echelon Preferred Member recruiter. So let’s get down to business, shall we? Enough of me yakking—bring on the “Crazy.”
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“In 2000, I received a call from a large automotive manufacturer that wanted our help in filling a variety of engineers and technician positions. They were rapidly expanding, their business was good, and they didn’t want to add to their Human Resources staff.
“In my initial meeting, they ‘held out the carrot’ that if we did a good job, there could be a large number of placements coming in the next couple of years. They explained that we would be their outside partner in filling the positions and that they would stop using advertising and Internet postings and use our firm exclusively. An opportunity of a lifetime was landing in our lap!
“The first candidate we presented was interviewed, and they immediately went to an offer. They wanted him to start even before references were completed. Not having any issues in the past with references, I was not concerned and told them I would get going on them. The candidate started the next day.
“Phone calls to the references weren’t returned at first, and the candidate’s degree verification was not checking out. The college had no record of him. When confronted with that information, he responded with, “My mom has my diploma hanging on her living room wall. I will get a copy of it faxed to you.” No surprise when the fax machine never rang with an incoming message over the next couple of days. I did speak with one reference who gave an okay, but not glowing, recommendation.
“During all of this I kept my client informed of the challenges I was having and that my concerns were growing. They told me not to worry about it and that he seemed to be doing fine so far in the job, but for me to keep at the process.
“With all of what happened so far in trying to verify his degree, who would have been surprised by the phone call that I received from my client at the end of his first week on the job? ‘Hey Jerry, the police just came to our site and arrested our newest employee.’
“Not one, but two police officers showed up to haul my first placement with my newest client away in handcuffs. Later, I was told by a friend of mine who is a police officer that they only send out two officers if the guy is REALLY bad.
“My heart sank and my embarrassment level was at its all-time peak. I knew that this wasn’t good for customer relations and would never lead to continued business or satisfied customer referrals.
“The good news is that my client knew that they had pushed the process forward before due diligence. The better news is that they had a sense of humor about it. The best news is that we went on to make multiple placements with them in the next three years: $74,000 in 2000, $70,000 in 2001, and $34,000 in 2002 for a total of $178,000 in fees.
The lessons learned . . .
#1. Really good things can come out of a seemingly dark situation.
#2. Make sure that all of the details are taken care of before a candidate begins working for your client.
And #3. They only send out two officers to arrest your candidate if the guy is REALLY bad.
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Remember, there are three ways you can submit your “Craziest Recruiting Story”:
- You can email your story to marketing@TopEchelon.com.
- You can post the story by including it in the comments section at the end of this blog.
- You can give me a call and relay your story to me.
The deadline for submitting your “Craziest Recruiting Story of 2011” is midnight on Saturday, December 31. We’ll announce the winner during the first part of January in The Pinnacle Newsletter Blog and also on “Top Echelon TV.”
C’mon, don’t be shy. Send me your crazy recruiting stories. Everybody’s doing it.
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