Negotiating An Offer of Employment

The process of negotiating a job offer between the candidate and client can be one of the toughest tasks that a recruiter will face. One must balance what the candidate feels that they are worth in the market with the client’s budget and concern for internal equity. In many cases, both sides are fairly close, so the offer process goes pretty well and you have both a happy candidate and client. However, in some cases, the candidate may have an unrealistic impression of their worth in the marketplace or the client may not have a realistic idea of what the particular role should pay. In these cases, it is the role of an experienced recruiter to bring both parties to an agreement.

The job of an experienced recruiter is to help educate the candidate by speaking to actual marketplace knowledge of similar searches that you have done in that geographic region. In addition, the client may also offer a strong bonus and benefits package that may offset a base salary that may not meet expectations. The recruiter may also point out that the client offers a stronger career path than the current company does. The job of an experienced recruiter is to get the candidate to focus on the entire package that the client is offering.

At the same time that the recruiter is working to educate the candidate, a similar process may have to be done with the client. In many cases, the company is very concerned about internal equity and base their understanding of what to offer a candidate based on what employees are making in a similar role. However, if they have not hired for this particular role in awhile, the recruiter will need to educate them on the going market rate and what other clients are paying for similar roles. In the case of a client that has never hired a certain position in the past, the client needs to rely of the recruiter to guide them as to what the market is paying.

In the end, if both the candidate and client want the situation to work, an experienced recruiter can be the bridge to make the negotiation of the job offer successful for both parties.

The Value of a Robust LinkedIn Profile

LinkedIn has been a tremendous step forward in the evolution of recruiting. From the days of snail-mailed resumes to job boards like Monster and CareerBuilder to LinkedIn, we have seen ability of job seekers to get their background in front of recruiters greatly enhanced. This is especially true for “passive jobseekers” who are generally willing to listen to a targeted job opportunity that seems appealing. The best way to do this is to make sure you have your LinkedIn profile up to date and completely filled out.

Before LinkedIn was developed (and even today), anyone who posted their resume on a job board risked someone at their current company finding out. With a robust LinkedIn profile, you have the opportunity of being approached about a tremendous job opportunity without it being apparent to your company that you would consider other options.

LinkedIn makes it very easy to develop your profile everything from your experience, education, skills & endorsements, publications, and recommendations. You can also attach documents such as your resume.

If you don’t have a LinkedIn profile, develop one as soon as you can. If you have an existing profile, take the time to update it.

10 Must-Have Perks to Attract Top Talent

In today’s competitive corporate market, keeping employees happy is a must. Competitors are always looking to poach talent.
Perks are an important part of attracting the best talent, as well as creating a positive working culture, which makes staff more productive and creative, and increases loyalty.
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Rushing to Judgement Could Cost You a Great Hire

As any recruiter knows, hiring a new employee can be a stressful proposition. You need to sift between the candidates’ qualifications, attitudes, and personalities. Far too often, this process can be to the detriment of good candidates.
Failed hires are a liability. The hiring process costs the company time and money. The cost of a replacement hire can be as much as 400% of the departing employee’s base salary, to say nothing of the upheaval, the reduction of company efficiency, and the drop in morale caused by hiring the wrong person.
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Choosing the Proper Recruiting Model To Assist Your Company with Hiring

Choosing the proper recruiting model to work with your company is not an easy task. Many companies feel that all recruiting models are the same; when in fact there are vast differences. Let’s start with an explanation of the two most common recruiting models:
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Job Market Forecast for College Grads in 2017-2018

College graduates doing menial work while desperately trying to pay off student loans is a familiar story. Though people love sad stories, this one can be put into the myth category. And 2017/18 promises to be a good year for new graduates. If you have a degree, you can expect higher revenues and a low probability of unemployment.
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10 Bad Recruiting Practices That Drive Talent Away

If you have problem finding talent, your recruiting processes may be at fault. Employers who can post a reasonable job ad, and are willing to pay a decent wage, have better success finding talent. Inexperienced employers, however, can face common problems getting the right applicants to sign up.
Here are 10 recruiting practices that are guaranteed to make talent run the other way.
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Winning Recruiting Strategies For A Tight Job Market

For those of you in the “trenches” of daily recruiting, it is pretty obvious that the job market has become very tight for many positions; especially many technical roles. Gone are the days from a couple of years ago when a company could just run an Internet ad for a position and get several great candidates who applied. This was the case, but not in this market. Candidates have or are gaining the advantage in the market.
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10 Effective Ways to Motivate Employees

If you want to motivate your employees, you need to create an environment in which they can motivate themselves.

Here are ten ways to make this a reality.
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Recruiting Strategies To Assist in Filling Hard-To-Find Technical Positions

Anyone who has been hiring recently knows that it is becoming tougher and tougher to find good candidates for tough-to-fill technical positions. Examples of these position are found in Information Technology, Software Engineering, as well as other disciplines.

We’re in a tightening labor market where the candidates, not the companies, are beginning to get the upper hand. It’s happening slowly but surely and, with the economy improving, it is only going to get worse. I see recruiters struggling because companies don’t yet recognize this shift in the market. The mindset of hiring managers is still to ask recruiters to provide multiple candidates who met their “must have” criteria (usually a length list).
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For Recruiters

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