Employer/Client Question

Is it better to hire an employed or unemployed candidate?

An unemployed candidate is generally available immediately, however the downfall is that, if they are exceptional, they are probably looking at multiple opportunities, weighing their options and comparing offers. Investigate closely their reason for being unemployed...general lay off? position eliminated? (not uncommon with so many M&A's)? or was he/she one of the weakest links? In today's market the employed candidate may not necessarily be the most attractive hire, especially with counter offers being so prevalent. Obviously, if the individual has been specifically recruited for a particular position, it is unlikely that they are looking at other opportunities, which is good for you. However, you will be battling an earnest attractive counter offer from their current employer, and ....once it is known that they are entertaining the idea of leaving, competitive companies will jump on him/her like a bulldog on a lamb chop! At this point, keep your recruiter close and informed because after you begin background check, the word will spread that the candidate is looking....so be prepared to act fast with an offer. In fact, I recommend making the offer PENDING background to affirm the commitment from the candidate. This will not necessarily guarantee a start date, but it's a step in the right direction. Your objective is to hire the best candidate and have them START. Once on your payroll, take good care of them, especially during the indoctrination period, to ensure that another recruiter or company competitor doesn't snag them away.