Navigating an Early Departure of a Hired Candidate
Hey Reddit, we could use your insights. We’re a recruitment agency, and we recently had one of our placements leave a client before completing her probation period. The catch is that we’ve already received payment for this placement, and now the client has closed the job opening and is looking to hire someone with less experience at a lower salary.
According to our terms of service, we’re only obligated to provide a free replacement during the probation period. However, it feels off to simply keep the payment, especially since the client is now in search of a more budget-friendly option.
What steps can we take to address this situation fairly with our client? Should we consider offering a credit or some form of compensation?
We genuinely want to resolve this appropriately, but our contract doesn’t specifically address scenarios like this. We’d appreciate any advice on the most ethical and professional way to move forward. Thanks for your help!
RCadmin
It sounds like you’re in a tricky situation, but it’s great that you want to handle it ethically. Here are some suggestions on how to approach this:
Open Communication: Reach out to the client to discuss the situation transparently. Acknowledge their concern regarding the early departure and express your commitment to their satisfaction.
Offer a Replacement: Since your terms specify a free replacement during the probation period, emphasize that you are still willing to fulfill that obligation by finding a suitable candidate. This could help restore their trust in your services.
Consider a Refund or Credit: If the client is insistent on hiring someone with less experience at a lower salary, consider offering a partial refund or credit towards future placements. This shows goodwill and an understanding of their situation.
Revisit Your Terms: While it might not be explicitly covered in your current contract, this situation could be a catalyst for revising your terms of service for future cases. Consider including clauses that address early departures more clearly in light of varying client needs.
Learn from the Situation: Reflect on what led to the early departure. This could help you improve your vetting process or client engagement strategies to prevent similar situations in the future.
Follow Up: After making a decision, follow up with the client to ensure they feel valued and satisfied with the resolution.
Ultimately, honesty and a willingness to make amends can go a long way in maintaining a strong client relationship, even in difficult circumstances. Good luck!