I’m dying here… let me explain. We were retained to find a COO for a leading Nashville healthcare services company. Did I say niche player? Didn’t think so. That means there are NOT hundreds of people who meet the clients’ requirements. We’re talking about that elusive “purple squirrel”. We launched the search with much fanfare (as usual) and started the profiling and sourcing process. It was painful… Really painful…
There are probably 3-4 people nationwide that met the requirements of this role and could do this job.
Really! Guess what? We called and spoke to ALL 4 of them!!! Two in – and two out. Not bad – but remember…the talent pool is light for this unique skill set – not much we could do about that.
We screened and interviewed both candidates and my client L-O-V-E-D candidate #1. Candidate #1 liked them too! GREAT!!! So far so good.
They then met candidate #2. While he was very solid and met the criteria of the position profile, he was not the cultural fit they were looking for. So we’re standing out on the “limb” for Mr. Wonderful (that’s candidate #1) knowing we had to make this work.
In our due diligence, we learned that candidate #1 blew the doors off his Fiscal 2007 plan and would be receiving a $300K bonus on September 1st. WOW! Great news for him – and a challenge for me and my client. Not sure if I also mentioned the relocation part of the equation? Didn’t think so…
We got very creative with the client and candidate #1 and developed a list of “pre-on-boarding” strategies to keep him engaged for 9 weeks so he can collect his bonus, resign and begin his new career as the COO for my client. The real key to steeping out in faith on a deal like this – is to make sure you have a constant flow of activities to keep the candidate and the client company talking, meeting, working on projects, and starting the process of mentally preparing for the transition. The activities need to be engaging and, at minimum, have to occur every other week. Every week is even better if possible. You MUST keep them interested and excited while waiting for their start date! There are no options here!!!
I’m thrilled that we were able to find this “needle in a haystack”. I will be more thrilled when September 1st gets here. Now – how many days are in July and August?
Wish me luck…
pre-on-boarding – i like. i don’t think enough people pay attention to this part. someone signs an offer letter and accepts the job… and then it’s crickets up until the day they start.
great on landing the #1 candidate too, btw!
Good luck with reaching the finish line Tim! I recently lost a big one after my candidate (who had attended several 2008 strategy planning meetings for the new organization he would be running) was called into a confidential meeting on New Year’s Eve by his former employer to let him know that the company was going to be purchased in 90 – 120 days and his equity stake/the sale were contingent upon him staying. He was supposed to start with my client on 1/2/08, and we had been through one of the toughest salary negotiations I’ve been involved with where my client had increased their total comp offer by over $40k. There had been no mention of a possible sale in any of our conversations over the 3 month courting period, and he had given us “his word” that there was nothing and no one at his current employer that could change his mind once he had accepted our offer. But he needed to stay until the end of the year to get through their busy season/get his bonus…
Ah, the highs and lows of the recruiting business – and another reason to never answer your phone on a holiday! Let us know when he makes it on board so we can celebrate with you!
Whew, grab a bottle of Tums. Good job thinking of a strategy to keep this guy floating. Even more pre-congrats on implementing it. Can we name this “bagging the purple squirrel?”
I’m a big proponent of onboarding as a way to get the employee and employer off on the right foot. Pre-onboarding is an excellent idea – especially when the employer and employee are motivated to make a long transition work. And when the employee arrives for the first day at work, he’ll be able to jump right into the game. I’ll have to utilize that strategy more often myself!
Thanks to all of my well wishing friends. A pre-boarding strategy was THE only strategy from my perspective. I developed an entire list of to-do’s for the candidate and my client and by the way… I have my own list of to-do’s which includes constant communication with both parties. A lot can happen. BTW – I have seen this movie a few times already so I know it can have a few different endings.
I have my fingers crossed and a nice celbratory bottle of my favorite Cabernet (1999 vintage) in hiding just waiting for clock to strike 12 on the day of reckoning. More importantly I’d love to wrap this puppy up and finish on a high note!! I have faith!!!
Formalizing a pre-onboarding plan is a terrific idea. The timing challenge you describe can be really tough. Great job, Tim.