Interesting conundrum this one. Do you sent the candidate that you feel is the best fit for your client's role or the one you think looks best on paper?
It's an issue because may employers go out to two or three agencies (or in the cast of some Government Departments, well over 10). So they are going to create an interview shortlist from all the agency shortlists (typically capped at 3 candiates/agency). And as much as we might wax lyrical about the qualities of Mr Best Fit, they often end up on the cutting room floor at that interview shortlisting, and and never actually get to interview.
You're better off sending Ms Best on Paper. At least they get to interview.
The irony is the best candidates often don't have the perfect CVs. They've been more willing to jump roles (looking for new challenges), be that bit more daring and entrepreneurial, and perhaps have steered clear of the big end of town (finding the environments overly structured). Net result being their CV often looks jumpy, without a simple & clean career trajectory, and lacks that big shop experience.
The best clients/employers though only partner with one agency, so as a recruiter you can get on the phone to the manager and explain why they should meet Mr Best Fit. The recruitment panel structure (where a company works with multiple agencies) works well in theory, but is death for Mr Best Fit's chances. Shame but true.
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