Our goal at A Sales Guy Recruiting is to kick butt and place candidates. Along the way our intent is to exceed client expectations with the best candidates we can provide our clients. I’m proud to say, we like to find the “needle in the haystack” type of candidates for our clients. Last week one of my clients asked to set up a call to discuss new recruiting opportunities with them. They started the conversation off by telling me how great of a job we were doing and said they wanted to share some statistics with me. In the past 2 months we submitted 15 resumes, had 8 offers and 5 placements for their open positions. Then they shared they were working with another firm and shared their numbers. The other company submitted 57 resumes, had two offers but then one of those people got fired within the first 30 days. While I would have liked to have submitted 57 resumes to our client, I like our numbers much better. In this case, more wasn’t better and they will not be working with the other firm any longer. Our clients hire us to save them time, so to turn around and submit resumes that aren’t screened or qualified doesn’t provide our clients any service. The way I look at it, if you aren’t going to spend quality time looking for good candidates, don’t take the work. We don’t submit every resume we receive just to meet our “goal” number of submittals for the week. If we did we could have submitted over 100 resumes during that time frame, but we screen our candidates and only submit the candidates that are qualified to do the job. That being said, if we find a candidate who we feel can do the job, but they may not have all the qualifications on their resume, we’re going to submit that candidate to our client. We let them know why we think our candidate can do a great job even though they don’t have all the criteria they are looking for. We find out our candidates “story” and identify why they are a good fit not just send a resume on to our client. On the flip side, remember there are also the candidates in this process. I wonder what those 55 candidates felt like after they were submitted and rejected, many for a job they really wanted. Some of them didn’t even get an interview with the client. We talk to our candidates and get to know them so when we have to tell them they were rejected, it’s one of the hardest parts of our jobs. You would hope the recruiter who had to tell 55 candidates they didn’t get a job, might wake up and smell the coffee…maybe they are doing something wrong. It’s just as much a disservice to the candidate to submit them for a position they aren’t right for as it is the client. Candidates get excited about a job, especially when it’s a growing tech company that people really want to be part of. I’m blogging about this not to toot our horn, well maybe a little, but more to let people know there are the many shades (maybe 50) of recruiting firms out there and if you’re getting the type of service you want, then you have a good one. If you’re getting service that you feel is “not quite” there, then move on to find one that will “exceed your expectations”.