Do Something Different With Your Recruiting Collateral... Please...
The Fifth Biggest Lie in HR: We're Responsible for Work/Life Balance....

Don't Hate The Player: John Resigned and Wants to Refer Candidates for His Position...

John resigned and left a couple of weeks ago.  It was on good terms, but you recruited John and feel some of the sting.  After all, you needed him in that role and went out and got him.

He left you hanging - he left for what he considers a better opportunity before spending a year at your company.Hategame

Free Agent Nation my #$#.  What ever happened to working through the bumps? Cue the music fromm the Godfather...

Then, the email comes.  John's got a candidate for his former role.  The cynic in you flares up and retorts the following to no one in particular:

-Let me get this straight, you left before spending a year and feel connected enough to refer someone on the inside track?"

-"Why would I want another you?  You left me hanging"

-"No #$**# thanks, John"

You're wounded and walking with a noticeable physic limp from the resignation.  It'll be a cold day in hell before you take that referral seriously, right?

Not so fast, Kemosabe.  Your heart is in the way of your head.  You're forgetting that:

-John was in the role.  He knows what's required in the job.

-John knows more about your culture than any outside referral source.  Assuming he knows the referral on some level, he's more than likely making some type of match to the type of company you are.

-Most importantly: Even through John left too soon, he cares enough to refer someone to you. 

You know that some folks refer anyone and everyone with a pulse to you.  If John is "that guy", then discount the referral. 

But - if John's a legit referral source and cares enough to match after he made a quick decision to leave, you need to check your emotions at the door and vet the candidate.

Don't hate John (the player), hate the game (free agent nation).  Until you rip someone else from another company, at which point you are the game.



Eve Stranz

Great post, and especially poignant as our world becomes more interconnected and workers move around more frequently than ever before.


Sounds a lot like the good ol' boy network which operates in towns such as Memphis, 'ham, parts of metro Atlanta, etc.. this may be good in instances but I wouldn't give up on interviewing qualified candidates which don't have an inside source to give them a one-up.

Cogent Ideas

Free Agent Nation:
I don't want to hear any organization or manager cryin when an employee leaves them. Companies tell employee to "manage your own career" when they are hired. That is exactly what people will do, manage their careers right out the door. Organizations fire people ALL the time for the organization's best interest. Are individuals not allowed to play by the same rules? If employees are not looking out for themselves, who is?

I can understand a manager taking it a little personally when someone leaves, esp when they take a chance on someone. These managers need to get over themselves. Sometimes it is about the manager, but sometimes it is the job, company, family, and $$$. For managers who can't get over it, I suspect they are the managers who employees hate and why they left.

The comments to this entry are closed.