A former candidate of mine called me the other day – she is now a recruiter.  Welcome to the dark side!  She sends me a follow-up email and asks me to blog about this – her words – "I’ve had candidates accept offers then back out prior to actually starting.  We try to do everything humanly possible to ensure this doesn’t happen but sometimes it is not enough."  She asked me to elaborate on what I do.

Well, imagine that – someone accepts and then backs out.  This is something I have no experience with – as it has never happened.  Unfortunately, we have all had this happen.  I have stories that still piss me off.  Was I pissed that I lost a deal?   Sure.  But I was pissed that the individual lied to me and did not take a job they should have.  Enough with the emotion.  This is a tough topic but as tempted as I was to avoid this topic publicly I am going to embrace this request and share with you what I do to avoid and try to incorporate this into something edifying.

#1 – The candidate has to have a reason to leave or they will probably end up staying.  Why would you leave?  What would you change?  As recruiters, we need facts not speculation.  We need tangible information so we can help you locate what you are looking for in a new gig.  FACTS.

#2 – You have to have rapport to get these facts.  I likey, I talkey.

#3 – When someone wants to leave – they will give you the facts.  They will tell you all the stuff.  All the information.  Think about the candidates that you have placed and enjoyed talking with.  They were pretty damn transparent.  Transparent – good.

#4 – What they are looking for typically corresponds with why they would leave.  In other words, if they want a future – why can’t they have that where they are?  why won’t that happen in their current situation?

#5 – Determine the candidate’s attitude on counter-offers.  Are they open to one?  What has happened to others that have resigned?  If they are open to one, does it make sense that they would stay after examining the facts on why they would leave?  or do you need to re-visit this topic?

#6 -  Realize and remember people run FROM jobs not TO them – most of the time.

#7 – and as harsh as it is – Some are going to lie to you.  Some are not going to tell the truth unless you ask them specifically.  I think people like to live vicariously through the recruiter – opportunity knocks and I have to answer or at least let them hang out on my porch for awhile and then later tell them to get the hell off my property via email. 

Hope this helps. 

So I guess, it comes down to two reasons why people accept and then change their mind – counteroffers and lies..I mean… facts you did not have for whatever reason.  Let’s be honest (hey, great idea!) – Memo to candidates – half truths are lies – not facts – in any forum.