This article originally appeared in Issue 52 of InSight Published 1 October 2008
assumed…” that it was going to be a story with an unhappy ending.
Assumptions are for the unskilled, the lazy or the unthinking. The Macquarie
definition of assume is “to take for granted or without proof, suppose as a
To take anything for granted in the world of recruitment consulting is asking
for trouble. Here is a list of unwise assumptions, summarised from my 19 years
of (often painful) experience in recruitment:
1. The client will read my brochure
or prospect will read your company brochure? Most recruitment company brochures
are boring, filled with motherhood statements and provide little, if any,
compelling reason for the client to use that recruiter. Why would a client read
2. The candidate will tell me about any other offers they have
3. Getting on a PSA is great news
PSAs deliver rewards well below expectations to those recruiters who ‘win’ a
place on the agreement.
4. My calls will be returned
were calling a compelling reason to do so, they won’t.
5. People possess common sense
accountant might not be ‘common sense’ to a salesperson.
6. The client will mention any internal candidates being considered for the role
7. Resumes are a complete and accurate record of a candidate’s work history
in InSight 21, US private investigation and security firm, Kroll reported that
49% of requested checks on their clients’ employees and prospective employees,
uncovered discrepancies in the resume-stated employment history compared to what
Kroll’s background check revealed. Your job as a recruiter is to validate the
resume of any candidate you represent to a client.
8. The client will tell me that they have listed the job with another/other
find out every time you take a job brief.
9. A candidate’s referee will volunteer any relevant less-than-flattering
information about the candidate during the reference check
employees who have worked for them and won’t offer any potentially negative
information about the candidate unless they are asked a specific question that
may reveal this information.
10. People read emails
looking to delete emails as quickly as possible, so if you are emailing
important information and you don’t get any acknowledgement, then follow up with
a telephone call.
11. Candidates will accept a job at the salary stated/advertised
offer the more likely they are to want more money to accept the offer. Keep
re-confirming the salary.
12. Candidates will notify me in advance if they are not going to be able to
attend a scheduled interview
a candidate same-day (or 24 hours at worst) of a scheduled interview to
re-confirm the interview details.
13. Clients will ‘be reasonable’ and pay my fee without having signed our terms
time it takes for a client to sign your terms is in direct proportion to how
uncooperative they will be during the recruitment process.
14. Candidates will tell me if their circumstances change at work or at home
of many things – things that can change quickly. Touch base with candidates
regularly about whether anything has impacted (negatively or positively) on
their enthusiasm for a seeking a new job.
15. Other people have the same standards and values as me
fulfilling and rewarding career, however, you have to be prepared to experience,
forgive and get past, some very strange, rude and inexplicable behavior.
Operating as an optimistic cynic (expecting the best, preparing for the worst)
worked for me.
Next time you start a sentence with “I assumed…” take note of what lesson you
are about to learn.