Confidential Search

[Unregistered]

As a recruiter, should I assume when a client says “confidential search” (employee is still in the position) the confidentiality remains through the phone interview with the client?

I realize I’m exposing a bigger issue with this question; that being the recruiter/client communication (or lack thereof), but there must be some tacitly accepted SOP for a confidential search.

My issue: If I identify and screen a candidate; if I’m in receipt of the resume and my candidate is fully engaged in the process, am I breaching confidentiality by telling him/her the name of the company? I would think, at this point where candidate is fully engaged, that this would be OK. It’s also anti-intuitive to let one of your candidates go into an interview not knowing the name or anything about the company. An ethical case could be made on the candidate’s side; meaning, it might not be “just” to withhold vital information from the candidate. Why would a candidate take the position of ignorance and expose his personal detail and background to a person/company that is totally anonymous?

My thought is that a company’s name should remain confidential up to the point where the candidate is engaged in the search. It just doesn’t seem far to expect a candidate to spend his/her time of 2-3 interviews without any confirmation that the process is even legit.

So again, the question is: In regard to a confidential search where the position is not officially yet opened, ought the company name be disclosed at anytime during the process?

Thanks,

[David Sandusky]

Confidential searches have many reasons including the incumbent is currently in place.

I have completed many confidential searches as that is a common need for a retained relationship. It is important to set the expectations with the client as to when top candidates can be allowed to do their appropriate due diligence.

My advice to you is to establish a trusting retained relationship with the client company and do a thorough consultative investigation into the confidential nature and advice against if possible. From there consult with the client to determine what a great candidate looks like and how to determine a trusted relationship with final candidates in order to reveal who the client company is.

Let me know if you have further needs on this subject.

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[Unregistered]

[QUOTE= My advice to you is to establish a trusting retained relationship with the client company and do a thorough consultative investigation into the confidential nature and advice against if possible. Let me know if you have further needs on this subject.,,,

Thanks David. What are really wanted to know is is there a standard procedure for coducting a condifential search (employee still working).

I had some problems keeping my candidate in the dark through the process: 20 minute initial phone interview; 2nd phone interview and finally a phone interivew with the unknown client. So, what is your opinion. Do you feel as though you should keep our client in the dark, even though your'e sure he is 100% engaged? During a confidential search, at what time, if any, can you divuldge the name of the company?

[David Sandusky]

what is your opinion. Do you feel as though you should keep our client in the dark, even though your'e sure he is 100% engaged? During a confidential search, at what time, if any, can you divuldge the name of the company?

I would set an agree expectation with the company as to when you, the recruiter, can allow a qualified candidate to be aware of the hiring company. I have never passed a candidate on to a company without letting the candidate know who the company is. At some point during a confidential search, you must let your candidates know. Do your screening and interviewing based on the specs and when you are confident you have a fit and trust (because of the confidential nature of the search), let the candidate know about the company so they can prepare for an interview.

Work with your client to set the standard for this particular search.