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Danny Cahill or one of his experts has the answers to your most difficult staffing and executive search questions.


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Recent Questions

	Hi Danny, I sent email correspondence to a Marketing Director referencing an MPC a few months ago. Nothing ever happened but a couple of weeks ago I connected with him and he apparently got promoted, had an opening on his team, and wanted me to resend the resume. I did, they interviewed him, and he is to go in for a second round of interviews next week. I haven't had any correspondence with HR about fees. Should I ride out the interview process before I get into fee negotiations? more
	Danny's response: I try to treat my members like I do my own recruiters, on whose production my livelihood depends, because then I know I’m giving you the best advice. So if you were on my staff, I’d be upset that you broke a cardinal rule. more
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	Hi Danny, I have a long time client. Lots of placements, lots of successes, & lots of drama over the years. I had been working lower level sales jobs there and finally have been engaged in SVP, VP and Director roles recently (in the last 12-14 months). I have also finally started to somewhat mend my relationship with HR where now they... kind of like me. more
	Danny's response: Wow, this is a Lifetime Channel movie. I’m pretty sure at the end someone meets the love of their life and we cue the string section of the orchestra as you and the VP of HR passionately kiss to a fade out… more
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	Hi Danny, We realize not many recruiters specialize in placing college graduates in their first job right out of school. However, we were presented an opportunity to do just that (pro-bono) and are expecting an offer for an entry level role with an ad agency for one of the Sr. Recruiter's daughters. We know we are expecting a low base salary with no bonus potential and poor benefits. However, is there any opportunity to negotiate a few thousand dollars more? There isn't much leverage from a salary history perspective but thought of building a story including COL, etc. Any suggestions? more
	Danny's response: You need to go micro because macro won’t serve you well here, in that it is generally considered, with the exception of 1982, the worst time to be an entry level grad in history. more
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	Hi Danny, Candidate makes $78K annually and lives in Philadelphia with offer pending to move to Pittsburgh. He wants a minimum of $80K plus expenses for move of belongings (minimal). Client initially wanted to offer $72K but I tested on candidate and reported back to client that it wouldn't fly. Now they ran an offer of $77K plus $3K signing bonus and expenses for move by me (I haven't tested on candidate yet). more
	Danny's response: You have to stop playing this like a Steven Covey seminar…this is not a win-win situation, where you gently guide both parties to a mutually beneficial understanding. You’re too late for that. more
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	Hi Danny, I'm working on a HR consulting position for my client. It's a part time position (20-25 hours week). My candidate phone interviewed with the VP HR a week ago and had a face to face with the VP of the company this week. more
	Danny's response: The very definition of discrimination is “the act of observing differences.” more
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	Hi Danny, I have a contract signed with a company, not a great client by any means and one I don't actively recruit for. But they are in my niche and I will float resumes over occasionally when I come across a candidate with the right skill set and background. more
	Danny's response: Just yesterday I found myself at a staff meeting recalling this aphorism which could serve you well here: "I have often regretted my words but never my silence." more
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	Hi Danny, My client wants to hire someone on a contract-to-hire basis. It is good for me because I get paid while the candidate is on contract, but I am finding it difficult to convince a candidate, who already has a full time job, to move to the other side of the country, start as a contractor for three months, and then go perm if everything is okay. How can I convince the candidate? more
	Danny's response: You are one win short of a win-win-win situation with your client and candidate. Unless the candidate is about to lose the perm job they have, hates it so much they go home and blow up the phone of the local suicide line, you are working this from the wrong side. more
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	Hi Danny, I am starting to work on a confidential search which, of course, means that the person is still there that they want to replace. Do you have any tips for me on this? more
	Danny's response: When a person is being replaced but is not aware, you need to raise the confidentiality concern from Orange to Code Red. Your client will be furious if it were to get back to them that you disclosed this information, and you would cause unnecessary, and potentially legally actionable, duress for the person who is perched on the guillotine. more
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	Hi Danny, There are questions that are widely viewed as being illegal to ask in an interview -- anything having to do with race, sex, religion, national origin, birthplace, age, disability, or marital status. This has even been expanded to include a person's formative years, as if anything a candidate did before college is somehow off limits. However I have read that asking, in and of itself, is not a discriminatory act, but rather what one does with the information that one obtains. more
	Danny's response: It seems to me discrimination laws should be cradle to grave, and I’m all for the law being expanded to protect candidates. more
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	Hi Danny, I had a client who is not paying the recruiting fee. He said there was a reorganization, so there is a delay as people don’t know where they belong. He is trying to get the payments, and I verified that from AP. But we have not received the payments yet. We gave him a date, and though collections are making all the calls, I happen to talk about payments as well. more
	Danny's response: I do all the hardcore collections here. Not my recruiters. Our office manager, Barbara does the front end of reminder notices and calls to AP, but once it is earmarked as “trouble”, I take over, and I don’t take kindly to excuses, and while some are compelling and even eloquent, the one you received, “a delay due to reorganization” would qualify as “weak.” more
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