You want to hire that elusive top performer. You know – the one who isn’t looking, doesn’t have a resume’. Your outstanding recruiting team (internal or external) has identified this performer, secured their initial interest and presented a profile. What’s next? Do you pursue them like the precious prospective client you are hoping to do business with OR the vendor who is trying to get on your approved list?

My most recent potential client interaction tells me it is still too often like a vendor. Their proposed contract requires a current resume’ uploaded to the applicant tracking system and reference checks completed before they will acknowledge a referral. References and applicant data are important but requiring them too early in the process risks 1) losing a candidate’s interest before you have the chance to make your case or 2) creating your own competition because now they have a resume’, so why not entertain additional opportunities.

I understand there are processes to follow and compliance issues to be dealt with but do you agree these can and should wait?