How to Move On From Bad Searches

Have you ever been stuck recruiting for unfillable positions or extremely difficult clients? You’re not alone. Every recruiter faces this scenario at some point. Learning how to handle these situations without damaging your professional relationships or reputation is the key.

Here’s the truth: not every search will go as planned. Sometimes, the challenges come from unrealistic client expectations, such as:

● Offering compensation far below market rates.

● Setting rigid requirements that eliminate most, if not all, candidates.

● The job duties, people, or company culture turns off the candidates they want to hire.

In other situations, the issues stem from client behaviors that make your job harder, like:

● Delaying feedback on candidate submissions or interviews.

● Creating hiring processes that frustrate and alienate candidates.

When your best efforts are consistently undermined, it’s time to address the situation head-on. The first step is a candid, constructive conversation with your client. Explain the challenges and how their actions are affecting the search. Communicate with specific examples. Frame the discussion around their best interests—why changes will benefit them—rather than focusing on how the process impacts you.

If they’re open to change, fantastic! But if they resist or refuse, you’re left with two choices:

1. Continue the search under difficult circumstances.

2. Disengage from the search altogether.

When continuing the search seems unwise, disengagement becomes your best option. Here’s how to navigate that process with professionalism and care.

Steps to “Move On” from a Search

 1. Write It Out

Start by writing down the details of the situation and your thoughts. This exercise helps you gain clarity and ensures objectivity, especially when emotions are involved.

2. Seek a Second Opinion

Before making a final decision, discuss the situation with a trusted colleague or mentor. Their perspective can help you see things more clearly, especially if frustration clouds your judgment.

3. Initiate the Conversation

Reach out to your client via email, requesting a discussion about the search and how to move forward. This sets the stage for an open dialogue.

4. Have “The Talk”

When it’s time to speak with your client, focus on the problem, not the person. A phone or video call is often better than an email for this type of conversation. Here’s an example of how to structure your discussion:

"Client, I want to discuss the challenges we’ve faced filling this position. On [date], I shared market data about the compensation range for the candidates who fit this role. You said you won’t adjust the pay or job requirements. Unfortunately, this makes it extremely difficult to meet your needs."

"At this point, our only realistic option is to discontinue our efforts. If you decide to revisit the changes we discussed, I’d happily reconnect and discuss resuming the search."

Your goal is to remain professional, avoid personal attacks, and clearly outline the reasons behind your decision. If the client promises to address the issues, you can consider re-engaging, but make it clear that if the issues recur, you will need to stop working on the position with no renegagment.

Special Considerations for Retained/Engaged Searches

If the client has already paid a retainer, it’s natural for them to expect a return on their investment. However, remind them that the retainer covers your efforts and does not guarantee results. Explain that your best efforts have been made, and disengaging isn’t a financial gain for you—it’s a mutual disappointment that the search didn’t yield the desired outcome.

Summary

Sticking with bad searches drains your time, energy, and resources. It’s rarely profitable and tends to create more friction with your clients. It also distracts you from better searches. Properly communicated disengagement frees you to focus on clients and roles that align with your expertise and goals. Implementing this process is crucial in scaling your recruiting firm and ensuring long-term success.