I remember it like it was yesterday. Col. Nathan Jessep sits scowling from the witness stand asking, “You want answers?” Lt. Kaffee answers defiantly, “I want the truth!” “You CAN’T HANDLE THE TRUTH!” Awesome. Underdog Daniel Kaffee did the unthinkable. In that moment, an 11-year old me knew what he wanted to be when he grew up – an attorney. Almost immediately, I started practicing anyway I could. I gave my parents elaborate presentations that overwhelmingly proved why my bed time being pushed back from 8:30 to 9 p.m. would allow me to greater develop my social skills. I loved playing Devil’s advocate on topics I couldn’t care less about – successfully arguing why Alicia Silverstone was a better actress than Julia Roberts. I even went to college with my major set in Political Science. I was ready. Eventually, college taught me less about what I wanted to do and more about who I wanted to be. Two years into my major, I no longer wanted to be an attorney. The dream was over.   

Looking back, now a recruiter, I never realized how comparable the two professions are. For starters, we both work on a contingency basis – most recruiters are not paid until after you hire their candidate. We both adhere to strict confidentiality – many times we have signed agreements regarding trade secrets, intellectual property, and keeping pending layoffs or releases on a “need to know” basis. Also, we both advise individuals how to proceed through stressful and difficult situations. Aside from who you marry and what (if any) religion you choose, deciding whether to leave a company or where to start your new career is one of the three biggest decisions you’ll ever make. Unfortunately, our industries also have negative perceptions; “sharks” vs. “headhunters”. The similarities are endless.

However, one thing that does differ is how much disclosure the client offers their representation. Attorneys deal in full disclosure. Based on the information you provide, they need to form a game plan, brainstorm with their team, work long nights, fact check, find credible references, prepare you for questions or objections that may arise, source experts in their fields; whatever it takes to help you win. Yet, when it comes to some of our clients as recruiters, we are expected to deliver with limited information. I’ve had orders for “an administrative assistant who knows Excel and is professional” – that’s it. Working in a metro with a population over two million, a lot of people can fit that bill! When you partner with an attorney, the first thing they ask is for you to tell your story: The who, what, when, where, why, and how. You’re advised to be up front and as detailed as possible. After all, if your attorney doesn’t know what they are working on how can they possibly be an effective partner?    

Partnering with a recruiter should be no different. We also need to know your story. If you have an opening, I’m going to need at least 20-30 minutes of your time to fully understand your situation, starting with your urgency. Why the position is open, what methods have you already taken, what you’ve been looking for that you haven’t found yet, what happens if this position goes unfilled and what is your “drop dead” date. I’m not here to waste either of our time. So, if there’s no way you’ll have approval to hire somebody until May due to an unwavering, iron-clad budget, you don’t need to interview my candidates in December.

For job specs, I’ve had many clients that will forward descriptions they’ve spent hours preparing and posted on their websites. While they may be descriptive on the day-to-day duties and qualifications, rarely have I seen any that include what makes a good cultural fit. People make hiring decisions for weird reasons. If it was strictly the specific skillset they were looking for, we’d have a much better interview to placement ratio and our clients probably wouldn’t need us. No, they also want someone who will get along with their coworkers, take initiative, be reliable, etc. Companies not only expect us to make good technical and chemistry matches, but if they do make an offer, they want us to find a candidate that will accept the offer.

There’s a hidden aspect of our role that a lot of clients don’t realize. In order for our candidates to be interested in interviewing with you, oftentimes, we have to sell them on your opportunity. Why are you better than any other job opening right now? Why would you be better than the career the already have? Next to a divorce or death in the family, changing careers is one of the most stressful times someone can go through. Changing careers though, is something they can sometimes control or choose to do. Sell me on your company, not just your salary and benefit package. Give me the vision. Will this person be challenged? Is there advancement? Are you on the rise? Are you a stable company? Why do you like working there? If you can’t open up to me and sell me on why this is a good opportunity, I won’t be able to ensure my candidates are excited about you. Case closed.

I don’t regret my decision to forgo a legal career. Working in a legal niche, I’m able to stay abreast of the terminology, jargon, and industry. I still wear suits to work and I’ve even thought about buying a nice briefcase, but I’m not sure what I would put in it. In the end, we both maintain the best interests of our clients and all parties involved. We’re here to help you. There are few things more rewarding than finding a match for our client, they thought would be impossible. When it happens, I still have my Danny Kaffee moments – frozen, excitedly stunned, with a “Did I just do that?” look on my face as it all sinks in. I did the unthinkable. Hopefully more clients will see the benefits of full disclosure with their recruiters. Until then, the defense rests; I’ve always wanted to say that.

Brad Lewis, Celebrity Staff Kansas City Branch Manager

About the Author, Brad Lewis
Brad joined Celebrity Staff in 2005 and currently serves as Branch Manager for Celebrity’s Kansas City branch office. Prior to joining Celebrity Staff, Brad was a business consultant in the communications industry for five years working specifically in theKansasandMissouridistricts. As branch manager, Brad concentrates on ensuring excellence in the overall operations of theKansas Citybranch for both clients and employees. Outside the office, Brad enjoys spending quality time with his wife and their family.