It never fails to amuse me when I read this kind of article because it’s naturally biased towards the employer.

We all know that the ’real’ basis of successful recruitment is relationships with clients and candidates. So, when a recruitment firm interviews a capable consultant with a strong proven client rosta they without question ask ’can you bring those relationships with you’? Maybe successful consultants should have a clause on joining which clearly expresses that what comes with me leaves with me!

Oh, I’m sorry, perhaps this means you wouldn’t hire them… cake and eat it guys, cake and eat it.

What I’m trying to say is that when it comes down to it the only people who really gain are the law firms who fire out threatening letters at a price, to commercially successful consultants, paid for by the previous employer who knows without question that ultimately they will lose the client. I know because I’ve been on the receiving end (albeit rather amusing it has to be said).

The client doesn’t use the brand post the individual leaving and ultimately never will because the consultant explains what’s happening and the loyalty in the relationship with the consultant remains, even if it means a six-month ’quiet period’ i.e the name used in the market by the consultant is an alias so nobody knows that you are dealing with your established client base.

And before anybody gets on their soapbox about what I’m saying, it happens and you know it does. In addition, I’ve had clients and candidates say ’don’t worry you are the guy I want to work with, so whatever you need me to say I will’.
Richard Smith