Over the same period of time as we have talked with recruiters about their feelings about candidates and shared the candidate's feelings with them, with few exceptions, their responses range from "Yeah, I know and I don't blame them" to "If I had the time I would try to do something about it, but I just don't" to "tell 'em to grow up, my obligation is to the client."
So, if you are one of those who can relate to the foregoing, below you will see the guts of a press release that I saw today, and once you have read it, maybe it will bring a smile to your face as well.
CHICAGO, October 2, 2006 – Chicago-based executive search firm Slayton Search Partners has recently launched a formal quality assurance program. This program will ensure that client and candidate expectations are being met during every phase of the executive search process.
“Client satisfaction surveys are not new in our industry, however, we believe that the inclusion of candidate perspectives is,” said Bob Benson, Slayton’s Chairman. “What candidates think is a critical dimension in measuring the success of a search. And most importantly, the views of the candidates are central to helping build our clients’ image as an employer of choice. Our clients engage us to represent them in the best possible manner. How we accomplish that has a major impact on the attractiveness of a company to executives in their space.” That is why Slayton is taking the lead in the search industry to determine how candidates feel about their experience – setting the industry standard for providing candidates with an outstanding experience.I also should say that for those who are readers here, and you say to yourself, I think I have seen Benson's name here before, you would be right. A month or so ago, I posted a piece called Why Do You Work? If you read it, then you, like me, would not have been surprised to see Bob's leadership reflected in what Slayton has committed itself to do.
Slayton wants to ensure that each candidate is given an opportunity to provide his or her views concerning the way they were treated – both by Slayton and by the client. This will ensure that the candidates are treated with professionalism, courtesy, fairness and that they receive regular updates on their status during the course of the search. All responses to the quality assurance surveys will be carefully considered and the results will become an important element in the determination of Slayton’s consultant compensation related to quality. Slayton has also committed to regularly reporting its candidate survey findings, favorable or not, back to their clients.
Kudos Bob et al. I hope it starts a trend.