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11/20/02 12:47 p.m.]
While I was Operations Manager in the recruiter's office, I saw this happen too many times to be comfortable. If you have internal staff, believe me, morale is dropping.
Someone recommended evaluation of your client. I concur. Someone recommended getting clarity about the assignment and internal candidates who may or are being considered. I concur. Get those potential candidates included as part of your search assignment.
Make certain you know the client's culture so that you're presenting people who will fit in.
Be certain you brief your candidates so that they're well prepared.
Make certain you debrief your candidates after they've interview. Then follow up with the client in order to compare the two perspectives.
When this happened with our office, the client called to cancel and at the same time paid the balance of the initial fee as a cancellation fee. This cancellation fee was not part of our retention agreement. News of the cancellation was a revelation to the recruiter, so the act of paying a cancellation fee was generous. Make certain you have a cancellation clause in your contract [someone else was leaning toward that recommendation in their post].
Make certain you're on top of your game as far as searching, presenting, tracking, follow up. When things happen, take responsibility for them.
If the same client(s) is doing this on a regular basis, you have some double checking to do with regard to who the client is and their business portfolio; and you need to double check yourself to make certain you're doing a great job at what you're supposed to be doing.
recruiting, research, background checks, research, contracts, fee agreements,