It’s A Win-Win-Win With A Third Party

From tax exempt finance experts to public finance bankers and more: everyone can benefit from having a third party involved in the interview and hiring process.

Whether it’s a professional recruiter or someone that can represent your interests to both parties and manage the process, a third party in the recruitment process is instrumental. As mentioned in previous blogs, communication is key.  From tax exempt finance experts to entry level positions, you must be capable in delivering solid and clear communication. Being that trusted advisor is paramount to getting things done.  Today’s blog will be a slightly different focus. I am going to give specific examples as to what could happen in the process if there is no third-party representation. These situations are real and in certain cases the results were good; however, the results in others are still pending.

For tax exempt finance experts to public finance bankers: The need for a third party cannot go unstated.

It is crucial for a third party to be involved with managing everyone’s expectations. More importantly, they are necessary to manage the plethora of information that occurs in the entire interview process. This not only includes the interview, but will involve the subsequent offer, acceptance, background check and clearance, and the eventual on-boarding process.  The first interview in particular is a strain on both parties.  It doesn’t matter how many times you’ve interviewed or the years of experience you have like tax exempt finance experts; it’s the awkwardness of the first date. The candidate is somewhat nervous about telling their story while the manager is focused on a multitude of factors. On this first call managers are primarily concerned about fit and are looking for the non-fit messages conveyed, which make it easier to move on to another candidate.  Fortunately, this does not happen when you are using an experienced recruiter. Why? Simply due to the nature that the candidate has already been thoroughly vetted properly as to person and qualifications for the new position.  However, for illustrational purposes I do offer the following scenarios.

Example #1: Communication Break-down

This can happen to seasoned tax exempt finance experts and entry level candidates alike.

Let’s set the stage: a manager heard one thing, and the candidate said something completely different.  Why did this occur? I cannot explain, but I can say this is not unique.  My only explanation is that of a self-fulfilling prophecy.  A manager or candidate (whether tax exempt finance experts, bond counsel, etc.) got in their mind an idea, and they allowed that thought to control the rest of the interview. For example, I was working with a candidate that had longevity at their current firm and had expressed to me the desire to leave that firm for good and valid reasons.  When I set the meeting with the manager, I was extremely clear communicating that the candidate decided it was time to move on. 

As the call took place between the candidate and the manger, the manger heard that my candidate was not ready to move on and was content in their current position within the healthcare space.  I always contact both sides after the call to do what is affectionately known as the “de-brief”. This is for everyone’s benefits, whether the candidate is entry level or tax exempt finance experts. After hearing the manger tell me that he heard the candidate would not make a move, I was somewhat stunned and immediately reached out to my candidate.  When I questioned the candidate, it was stated emphatically that the manager was told they are ready to make the move.  To make a long story short, after I went back to the manager and straightened the situation, the move did occur.  Had a third party not been involved, these two people would not have ended together. 

Example #2: Stuck In Time

Here’s another prevalent scenario: when one party wants to move very quickly and the other wants to take their time.  It does not matter which party, the client or the company, wants to move faster or slower.  Frankly in our litigious society, companies are taking more time in the due diligence review as well as the background check procedure which slows down the process considerably.  At times, this waiting can be difficult for any candidate (like tax exempt finance experts or public finance bankers) that is sitting on the sidelines ready and willing to get back onto the playing field.  

What matters in this situation is that when one moves quickly and the other party is not ready, the transition will never occur.  By having a third party involved that knows both the client as well as the company’s current motivation and status, the timing can be managed. Even expectations can be handled with tax exempt finance experts and the like; in the long run, everyone should come to the table at the same time.  Without the third party, this transaction probably would never occur because one party is clearly not aware of the other party’s timing and interest level.  I could go on and present numerous examples explaining the need for a qualified third party, but I won’t… for now. I will leave you with this final thought: find a third party, whether a professional recruiter or a friend that knows both parties well, because the need is indispensable.

Conclusion

If you would like to discuss your options, please reach out to me for a confidential conversation at 760-477-1284 or email me at harlan@hfriedmansearch.com.

About Harlan Friedman, JD & Founding Member, H. Friedman Search LLC. Harlan is a thirty-year veteran Public Finance Banker turned recruiter who specializes in the placement of all level Public Finance Bankers, Health Care Bankers, Municipal Financial Advisors, Compliance Officers, Issuers, and Bond Counsels. He can be reached on LinkedIn, at harlan@hfriedmansearch.com or 760-477-1284.

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