Medical Sales Recruiter - Tips & Quips

There are many “anti poaching” strategies that companies are employing in order to prevent employee turnover. One is to ask all employees to forward any recruiter emails/voicemails (personal emails as well….) to management. Sounds like a good idea? There will always be headhunters, newspaper ads, monster, career breaker- I mean builder, letters, etc. Should the company be focused on the other opportunities that their employees might find tempting or should they focus on the real issues….like, pay, respect, promotional opportunity, environment, fun, 401k plans, employee stock plans, etc.? I can tell you that the same manager that you are forwarding the email to is not forwarding his emails or headhunter calls. Why is that? Because he has been around and understands that those relationships could be very important to him. He could get the ax (or is it axe?) tomorrow. We all know that we can’t expect privacy on our work email, but is our personal email any of their business?

Also, is every contact with a recruiter one where they are trying to lure you away? What if they placed you at that company and value the quality of their work (wanting the highest ratio of longterm placements, very low turnover, many promotions)? What if the recruiter is sending you the email because you may know the candidate they are looking for (and said candidate does not work for your company)? Should that email be forwarded to management?

Now, I know where this can all go to….but this is hard on employee productivity. We need to reduce interruptions. Most of my contacts are already working well over 40 hours a week and typically won’t see an email from me or hear a voicemail until well past 5 pm. So I don’t think that answers the question. Is this what management should be monitoring, will this lower turnover, will it increase production? No.

Do you think your manager forwards his contacts from recruiters?

Quis Custodiet Ipsos Custodes?
(Who is guarding the guards? Who watchs the watchmen?)