As a recruiter, I want my placements to be successful.  I don’t want rework. And I certainly don’t want the candidate or the hiring manager to be less than satisfied with the result.  I control my process, doing my due diligence to make sure that everything fits into place.  Once I complete the transaction and my candidate turns into the company’s employee, control of the process truly passes out of my hands. Do I just walk away?

I have heard the recruiter’s role compared to an obstetrician’s role instead of the pediatrician’s.  I am certainly involved in the birthing process, but after that, I do not maintain the employee.  I have limited influence over the employer/employee relationship.  So if things “just aren’t working out,” should I rush to replace the candidate or distance myself from the situation?  I may be able consult with both sides and smooth out rough edges.  I might be able to even salvage a working relationship that is teetering on the edge.  Acting as true employment consultant what might I do to run interference and prevent a rocky relationship from starting in the first place?

Now more than ever, employers are truly interested in retaining employees.  Hiring managers are highly concerned about retaining both existing staff, and also integrating and retaining new staff.  As far as the employee is concerned, anticipating a new position is one thing.  Living it is another.  Is the employee feeling remorse after s/he made the move?  After the placement is made, it pays to stay close to both the client and the employee to assess the success of the placement and clear up rough spots.  Granted, I’ve “delivered the baby,” but doesn’t it make sense to stay close?  How can I interact with both sides to keep things positive?

4.    Respect Work/Life Balance – Starting a new position is grueling.  Realize that the employee is nervous in an unfamiliar situation.  Showing concern that the employee doesn’t overwork and has time to refresh is appreciated.  Making sure that the employee is on the right track and not performing unnecessary tasks and knows short cuts is helpful.  Flexibility means a lot.  Especially in new working relationships, unanticipated personal matters may arise.  As long as an emergency or other matter is legitimate, non-recurring and significant, the employee will appreciate and remember when some leniency is given at the time.

Just as the obstetrician gives the expectant mother, prenatal vitamins, suggested diet and precautions to ensure a happy, healthy baby, I’ll do my best to pave the way for a successful placement.  If I’m concerned about keeping my client happy and earning continued business, it pays to stay close.  The candidate may be a potential hiring manager – or grow into that capacity.  Follow up is definitely warranted on both sides.  I will take a more committed, complete approach.

Just call me Dr. Susan Danbom, Obstetrician  General Practitioner