Bill, thanks so much for your assistance with this search. Were very happy that Robert has accepted the position. He will be a great addition to our organization. At this point, while most would consider the placement complete from both the candidate and employers side, I would put forth that you are not quite at the finish line just yet.

Lurking the in darkness, is the dreaded fall-off and counter offer. The fall off occurs when the candidate has accepted the position and then decides to stay at their current employer or take another competitive position without warning or notice. The counter offer occurs when the candidate goes into to resign/give notice, and they are financially induced to stay with their current employer. Either way, the client employer loses in the end as a once promising addition to your team makes the wrong decision.

While the headhunter has a vested stake in the placement process and will be certain to cover both these possibilities several times during the recruitment cycle, the client employer can also protect their investment in the process by following these steps during the transition period between offer acceptance and start date:

1. Make personal contact with the candidate: As the hiring manager, you can count of your HR department to take care of all the paperwork and assorted material necessary to the new hire process. You are responsible for the non-tangible events in the new hire process. By this time, you should have no hesitation in simply lifting the phone and calling the candidate to check in and make certain things are going well. In the event a direct contact is not possible by phone, send a personal email to the candidate and establish direct communication.

2. Set out an agenda/plan for the first day: Candidates are naturally apprehensive about starting at a new job. Try to diffuse this apprehension by verbally telling the candidate what to expect on the first day or work. Explain that you will be there to assist them in the transition and introductions to other members of the team. If at all possible, schedule a introductory lunch with team or department members during the first week to break the ice.

3. Leave the door open for any questions: Again, please remember this is a transition period for the candidate. They are going for the known to the unknown. Let them know they can come to you with any questions or concerns prior to the first day. Make certain they understand that your door, or at the very least, your telephone or email is always open to answer any question or concerns.

A few moments creating a welcoming atmosphere and climate will go a long way in the recruiting process and help prevent fall offs and counter offer situations. As the hiring manager, you have invested in the recruiting process of finding and securing the right candidate. Now, make it all the way to the finish line.

William Werksman

William (Bill) A. Werksman is the Managing Partner and Principal Shareholder in Resource Partners. With the explosion of gaming as a national industry, Bill founded Resource Partners to serve client corporations across all jurisdictions. Bill is experienced in all facets of executive search including compensation analysis and executive development training. Mr. Werksman has built strong relationships within the local and national gaming community based on his respect and understanding of the recruitment process and its core importance to corporate development. Bill understands that leadership and intellectual capital are the prime source of competitive advantage. His firm of committed professionals delivers on a national and international basis across industries, expertise levels, and market penetration. His direct involvement consistently helps clients maximize their investment in key employees and further enhance bottom line results.

His education includes a Bachelors Degree in International Relations and a Bachelors Degree in Communications both from the University of Southern California. A skilled professional recruiter and advocate for his clients, Bill has personally completed hundreds searches while managing a staff of full time recruiters. With a diverse client base encompassing publicly and privately held companies, Bill?s experience and tenacity allow him to find and secure the critical candidates his clients? desire and need for their continued growth and success. He is a frequent speaker to executive forums and career seminars throughout the western region as well as contributing author to many career focused web sites. Bill personally directs the firm?s pro bono search activities offering their services to charitable organizations, non-profit organizations, public cause or public service organizations, volunteer organizations, medical research and cure foundations, or other select causes or organizations.