My friend Cindy Kraft wrote a blog yesterday called “Recruiter Relationships“. The topic is near and dear to me, so I had to comment as I couldn’t help myself. You can read my comments on Cindy’s blog and add to it if you’d like.
The topic of CFOs and their relationships with recruiters is not a new one for me. I’ve written about it before here, here, here, here and here.
This paragraph of Cindy’s got my attention:
What a waste of time for all concerned when recruiters contact CFOs for opportunities that are obviously not a good fit. Which begs the question, who is responsible for ensuring that recruiters can make an assessment based on a crystal clear value proposition and fit for culture?
So who is responsible?
Companies hire recruiters. Recruiters are working a search for a CFO using what they believe is the best approach to help the company hire. If the wrong approach is used for hiring a CFO, it is the company that hires the recruiter that bears the responsibility. If they chose the wrong type of firm for their CFO Search, then it shows that the company may be more interested in factors other than the right CFO for their needs.
Who do you think is responsible?
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Reblogged this on Jamar L. Freeze.
Thanks for the mention and your follow up thoughts, Samuel.
Since my blog is directed at candidates, not recruiters or companies, my perspective is that it is the CFO candidate’s responsibility to be crystal clear about his value, have a strong and compelling message, aimed at the right target.
If recruiters aren’t bringing the right opportunities to that particular CFO, it stands to reason that the recruiter doesn’t completely understand the candidate’s value and/or his fit.
The whole company / recruiter communication breakdown is a whole additional issue.
You would be surprised in the breakdown communication between higher-ups and middle managment. I have seen this time and time again. I think one reason is because the recruiters may be a little intimidated by the CFO, and are afraid that if they ask to many questions about wht he wants, then they may not be qualified to be in that position. The CFO may be to busy to worry about the small details that a recruiter faces every day.
Intimidation. I never thought about that aspect, Clayton, but it does make sense.
Oh I totally understand the breakdown in communication. I wrote an article called “Everybody Lies” about the train wreck of miscommunication in the job search process a few years ago. Please email me if you’d like a copy. Cindy@CFO-Coach.com.
Cindy, I would love a copy to read. The only reason I mentioned the intimidation factor, was the time I spent in the military. You see there everyday.