Recently, I read on LinkedIn about recruiters’ frustration with candidates disappearing after having verbally accepted a job offer. Having myself conducted a reasonable amount of recruitments, I easily relate to this frustration which, in fact, is double.
The first frustration is about the time wasted in working with a candidate and not having, at the end, fulfilled the position. In a recruiter’s job, that is perceived as a professional failure.
The second frustration is more personal and is related to the non-answer, the unsaid. What could be the reason behind this reversal of situation?
In this LinkedIn post I recently read, the conclusion was “Never conclude a job agreement on Friday, strange things happen with the candidates during the weekend…”
That might be a bit of a simplistic solution to a larger issue. What recruiters often forget is that a new job does not involve only the candidate, it involves equally his/her spouse especially when a relocation is necessary.
During the weekend after having accepted the job offer, the candidate has the sensitive task to inform his/her spouse about the upcoming change. Yet the spouse career is often equality important and could be a major blocking point to the relocation.
One can imagine the tense debate at home, sometime leading to the renunciation to the new job. Going back to the recruiter on Monday to say “my spouse did not agree on me taking the job” is not an easy thing to do. Sometime the candidate runs out of the courage it takes to call the recruiter back.
Good recruiters are knowledgeable about the dual career challenge and make sure the spouse employment question is openly discussed in the early stage of the recruitment, they are able to discuss the issue internally or with the employer and to come up with a suitable solution.
Addressing properly dual career is a key parameter to the recruitment performance.
Sandrine van den Oudenhoven helps dual career couples to make their relocation in Switzerland a project for both. With the job4U2 programs, she is supporting the accompanying partners’ professional integration by sharing her knowledge of the Swiss economic network, of the recruiters’ expectations and custom, but also by deploying her ability to nurture individuals’ motivation and positive energy during this period of major changes.