Globalization: W2 Candidate RPO Experience. I Fired my India Based Recruiting Firm After The Final Interview

"5 Failures That Will Prompt Your Candidate to Fire You", is a recent W2 Candidate story that follows.  

GLOBALIZATION OF USA RECRUITING REQUIRES SOME WORK TO DO WELL. MOST OFTEN, THIS WORKS WELL.  Here is an exceptional story worth understanding.

W2 Candidate RPO Experience.  I Fired my India Based Recruiting Firm After The Final Interview AFTER too many failures. I wanted the job, I loved the company,  but integrity mattered more.   I was a candidate in the final interview.  How many American Companies are being impacted by hidden recruiting outsourcing issuess?

Brand matters as the Job Seeking Candidate and Client Company are impacted by Global RPO Partners who do not understand USA based recruiting process, policy or communications 

A great article was written by Rob Dromgoole titled , "4 Steps That Will Get The Candidate to say Yes" was released on LinkedIn's newsfeed, the same day I was a final candidate for a job I would have loved to accept, but ultimate felt the best course was to decline the terms and terminate the recruiter on the grounds of integrity and professional courtesy. 

An India based recruiting firm, had 2 different men speaking poor English over a bad VOIP line calling, competing to submit me for the same job.  I fixed that after both tried to schedule interviews.  After getting consolidated to one recruiter however it got worse.  He miss communicated on the interview schedule, the contract terms, and worse than that, I was sexually harassed, spammed, misrepresented, bait and switch job offered, begged for immigration help.

1. Bad Office Organization/Collaboration:  Be clear and consistent in communication and scheduling. Two men were competing to submit me for the same job, from the same office both over a bad VOIP line in their India office within 40 minutes of one another. They competed over the candidate qualification/interest phase, salary validation phase, and the interview scheduling phase. I insisted if we are to continue they collaborate or assign one person. 

•  I got one person assigned, who failed to cancel the call from his partner, so the first voice interview, went forward, even though he told me it was cancelled. Fortunately for all involved, that call was the Account Manager, so I was able to raise concerns appropriately and he resolved.  
• IF you have knowingly erred, make sure the next person that calls is aware of the nature of the error.  You put yourself in a bad place to have the Account Manager call me for a Thursday appointment you told would not take place because it would happen Friday in person.   
• You put yourself in a bad place to have your Office Manager contact me and try to strong arm me into changing the terms after you have knowingly failed in so many elements of this process, without telling her why this is not going to work. Collaborate and communicate well, even if you made an error. 

2. Inconsiderate Communications:  Be clear, respectful and considerate.  If you want candidates that will be great professionals for your client, observe a few important rules.  During the business hours they are in meetings, if they cant answer on the first call, don't call 5 more time, then text, viber/or Skype, and email.  

• Pick one vehicle and wait until the candidate is out of the business meeting at work, hospital where they are receiving emergency treatment, OR the Candidate Interview with YOUR client!! 
• If you want to attract a candidate who will do and be a professional, you must extend the same professional courtesy that allows them to respond to your request when they are not on the job or talking to YOUR client in the agreed interview!   

3. Professional Courtesy:   Your job is to qualify and present me, your candidate for the life cycle of the recruiting process, and does not allow for you to request marital advise, immigration help, or helping you find a job in the USA.  Your American Contract Partner, or Branch Office, AND your client have a few basic and important rules against harassment  on the grounds of age, race, and gender. 

•  Its a very good idea to be aware of these rules before you me why I am old and married, and cant marry you. 
• Even better idea not to keep texting me,  failing to hear the verbal suggestions you fix this. 

4. Bad Technology and Bad USE of Technology:  Organize your office to either collaborate or have a step down process. 

• If you have a bad VOIP line, follow up with email and SEND email with your name and contact information when you promise to. 
• You candidates need to know how to reach you when they say they cant hear you well and to please follow up by email, that is important to really do!! 

5. Bait and Switch Bidding:  Be VERY familiar with USA hiring when bidding out IF the candidate says she requires W2, and you do not understand or hear the difference, put it in writing to make sure you are on the same page. 

• If you and I verbally agree and I put it in writing and we confirm, that is an agreement..  
• Do NOT expect positive negotiations when you come back to the candidate who told you 5 times verbally and once by email, and now you are coming back after the final interview and ask them change the W2 to a 1099 agreement for $15/hour less!!  

 WHEN it is done, and your candidate fires you and asks you not to call or contact in any way, do not send an Indian office manager to call to  to suggest that the only way the candidate, who at this point has gone above and beyond the call of duty to educate the recruiters and not compromise the offer, is to accept what you told them in the qualification phase, as a condition to the interview a firm agreement. 

Watch for the Business and Recruiting Point of View Article when we explore what Recruiters and US Based Companies can do to partner effectively in their Recruiting Process Outsourcing.  There are many companies that do this very well every day, for a great cost, getting a quality service. However the nature of this process, might cause Companies, even Recruiting Companies to get a negative image based upon lack of awareness of US based recruiting big rules, regulations, and common courtesies:

RECRUITMENT OFFSHORING: RPO Gone Bad, When What you don't know, hurts your Brand.