How to handle prior contact is a subject that comes up a lot at The JobLine. What is it? How do you manage it? Why would some employers rather miss a great candidate than deal with prior contact and recruiters?
Prior to JobLine presenting an application, we ask the candidate if he/she has had prior contact with your company within the last 6 months. If not, we screen and present the candidate's application. If they did have prior contact, we look into when and to what extent, so we can determine if it constituted a prior relationship with you or your company.
On the low end of prior contact, we have candidates who send their resume out to many recruiters and companies, including yours. In this case, we ask if they received replies. If not, we contact you to ask if you will allow us to represent a “Candidate who has prior contact, but no response or action was taken.” We ask, because it would be easy for an administrative person to see a resume and not act. Then we identify why the candidate should be considered for your position. Importantly, we are not relying on resumes at this point—the candidate has now completed a detailed registration process and testing if applicable. Taking this extra step beyond resumes and requiring a detailed application is why JobLine is considered among the best when it comes to recruiting in our industry. Our process provides information that you can’t determine from a resume or online application. Our value is the detailed analysis that allows us to match a valuable candidate that you would not have if not for JobLine. It is up to you to decide if you want a second shot at the candidate, or if you want to decline due to a policy of prior contact exclusions.
On the other end of the scale is a candidate you had prior contact with, including interviews or even a job offer that was declined, so no employment arrangement was reached. JobLine not only goes into detail when evaluating their skills and experience, we do the same for companies. When you came to us, we created a detailed file on your company, benefits, location, and demographics that gives the candidate a better understanding of what you have to offer. In this case, the candidate may have declined for many reasons that we can resolve and get them back to the table. Again, if not for the JobLine, the candidate would have been on your decline list, gone, no longer an option. It is up to you to decide if the JobLine should bring this candidate back to the table, or if you want to let them pass and most likely be placed elsewhere.
The bottom line is that JobLine has more information and experience when screening candidates for your opportunity. We have detailed information about skills and experience that a resume can’t provide. We know what motivates them, and what they are looking for. We can better explain why they should consider your opportunity, but only if we are allowed to represent them. We tell our clients that we are their “Recruiter down the hall.” Our goal is to work as a team member to find the best candidates for you to consider. Sometimes, they have crossed your path and didn’t connect. Allowing us to represent them adds options you would not have, while excluding us based on a failed prior contact doesn’t benefit anyone.