A while ago a good client of mine who has her own amazing boutique law firm in London called me and asked to find her a good PA. She mentioned that she had been looking at various candidates herself, but none of them seemed to fit her requirements.
I knew her well, and I had a very strong image in my head of what type of a candidate could be suitable. Classy, polite, well-spoken, culturally aware, capable, hardworking and experienced to become the ‘right hand person’ in her busy demanding professional and personal life.
“I know a perfect candidate for you!” – I exclaimed.
After our conversation I was putting a short-list together. I had a lot of amazing PAs who could do the job well, but it was only that one candidate who I knew would be the perfect fit. It is tricky to send one candidate in a short-list, and some clients might feel that you haven’t done a lot of work to come up with just one idea. But it was not that at all. I truly felt that this candidate would be that ideal match she had been looking for. So, I sent just one.
Sometimes, being in recruitment for many years you just know. When you feel very strongly that dynamics just match perfectly, being bold and to trust the instinct is the right way. And I knew how busy my client was, the last thing she wanted to look at a pile of CVs and conduct too many interviews, so I decided to save her lots of time too.
She hired the candidate I sent on the spot, never even asking to see anyone else, not even to compare. Over nine years later, my candidate is still my client’s brilliant assistant.
When you can see the working dynamic between a client and a candidate, this is when the ‘magic’ placements happen. I say, it is not how many candidates you send in your short-list that makes you a good recruiter, it is how little you can choose for your final cut which makes you the great one!
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