Recruiting In 3D

How Recruiters Can Pay It Forward

Ask a recruiter why they do what they do, and you’re likely to get a wide variety of answers. Among them may be:

  • “I sort of just fell into recruitment”
  • “I’m an extrovert, this was a good fit”
  • “I didn’t want to do sales”
  • “I like helping people”

The fact is, most of us got into this business because deep down we love helping people, just as much if not more than making money. Yes this is true. Fortunately, we’ve picked a profession that allows for both. Career choice FTW! Read More

Just Do The Application. Please?

There are fewer things in this world that irritate me more than when someone can’t follow simple directions. For example, fill out the application (at the time after we’ve scheduled an interview of course – I wouldn’t want to enrage any of the candidate experience gods by asking for legal paperwork too early on when I should be offering a Frappa Mocha Someshit so that I can make them feel right at home.  (I kid, candidate experience is important. Just bear with me here.) Read More

Counteroffers – Come Together, Right Now…..

I had been thinking alot about how the job market has been rather competitive as of late, and started thinking about counteroffers, as I began to hear more about them. As I was perusing Twitter the other day, I found a gold nugget that brought me back a few years.  Seriously, what did we do before Twitter? I think we waited overnight for news and trends about our respective industries or something like that.

I happened to stumble on a great blog post from Kristina McDougall (I highly recommend the follow on Twitter), about how we’re starting to see the return of the counteroffers and “tire-kickers” in their full glory, a la the great tech boom of the late 90’s and early 2000’s. I suspect that it’s like the infamous killer animals, the Poison Dart Frog and the Box Jellyfish, where people tend to shiver when they hear about these. I digress…..I think Kristina did a great job of walking through the things you should talk to the “tire-kickers” about to vet them out, and do the heavy lifting early on to avoid being window shopped.

And in reality at the end of the day, I think counteroffers will only ebb and flow,  but never disappear. So what’s the fix? The burden of responsibility probably lies with both the recruiter and the candidate. But what can each side do to reduce the chances that a counteroffer will interfere with things?  For starters, both sides need to work together in a relationship-driven, and not a transaction-driven model.  Everyone will feel more engaged. With engagement comes trust.

Here are a few ideas:

Recruiters

  • Be upfront. Talk about the potential pain areas of the role or company, while still accentuating the positive aspects of the organization. Trying to sell everyone sunshine and butterflies only ends up making you look silly, and your candidates know it.
  • Discuss early on the potential that there could be a counteroffer, and discuss this with your candidate. Don’t dance around it. It is an uncomfortable situation, without a doubt. However, it’s not quite as uncomfortable as having to tell a manger or client that the candidate that was hired is suddenly not going to be there for Death By Powerpoint orientation.
  • Don’t badmouth the current company that the candidate works for. It’s cheap and doesn’t make you look any better.

Candidates:

  • Be upfront. Talk to me about why you are really looking. Tell me what you make, and what you want to make going forward.  The more I know about your motivations and what you are looking for, the more I can do in working with managers to get that for you. Skip this, and we’re all just gambling.
  • If you are unhappy now, it’s probably not just about money.  So, more money isn’t going to solve whatever is making want to leave there.
  • Know that if you accept a counteroffer, you are wielding irreparable damage on your relationship with this recruiter. The chances that they will work with you in the future are very slim. If it is a successful and well-networked recruiter, remember that word travels fast.
  • If you accept a counteroffer, know that it is something that will forever be linked with you at your company. Companies rarely give out unexpected sums of money under duress without it being followed by some type of angst.

At the end of the day, if both candidates and recruiters get on the same page with one another from the beginning, we will see fewer  “tire-kickers” and counteroffers accepted.

Feel free to comment on what other things each side can do to reduce the potential for an 11th hour fiasco.

Thanks, But No ^#$%&* Thanks!

When you are a recruiter, you get to see all sides of human nature, and all the accompanying emotions. When people get the job, there is elation. When they don’t dejection. You get to see kindness, competitiveness, nervousness and aloofness. While all these things are great and each have their own place, I feel the need to highlight my favorite….stupidity.

I devote a short bit of time (and catharsis) occasionally here at RI3D to the absurd, amazing and usually unbelievable snippets of things recruiters hear. As comedian Ron White says, “You Can’t Fix Stupid”.

Maybe we should have hired that guy after all?
Some of the things that fall into the YCFS category are the things that people write back after being rejected for a job. Look, I get it…..the job market is tough, and you’ve applied to 200 jobs (of which you are qualified for all of them, I know) and I’m just the next recruiter to stand in your way. But there is a graceful way to reply to a rejection, if you feel so compelled to respond to it. Below are two examples of how NOT to respond. Recruiters get hours of entertainment out of these. I hope you get a laugh or two.

  • “LOL I am more than qualified good luck to u”
  • F$ck offSent from my Verizon Wireless BlackBerry

I’d put each of these in context, but, well this is all they wrote. At least I don’t know which cell phone company the first person uses.

Yes friends, the old saying goes, “you can pick your friends, you can pick your nose, but you can’t pick your friend’s nose”. But, you can pick your choice of words.  Aside from the obvious lack of salutations that most professional e-mails tend to contain (what? I embraced my geekdom long ago) and the “sentences” written in “Textglish”, these are pretty funny. I mean, unless you are the angry person who wrote it.

So, if you need to respond, then do so with a little dignity and tact. And maybe one or two less F-bombs.

But then again, those are funny.

If you look close, you can see the Medulla Expletive

Showing up late for an interview? There’s just no excuses.

I never understand it when a candidate shows up late for an interview. It’s a job interview, and presumably since you scheduled it, employers assume you want the job. I mean, I JUST don’t understand when a candidate shows up 30 minutes late and expects that the employer will still want to conduct the interview. Would you show up to your wedding 30 minutes late? (If the answer is yes, its likely best to stick with the singles scene for while)

While life indeed “happens” – traffic occurs (especially if you live here in DC!), kids get sick, and clocks lose power occasionally, there are things you have in your power to ensure that you can reduce the potential for you to be late for a job interview.

  • Leave with plenty of time. If you know that a commute to a certain area can be hectic, give yourself plenty of time to get there. Get there too early? I’m sure one of these places would be happy to take your $5.25 for a latte while you prepare further for the interview. Additonally, try to schedule your interview at non-peak times of the day if you are going to a place that is notoriously traffic-laden in the AM or PM rush hours.
  • Map it out and take a test drive prior to the interview. Saying that you got lost on the way to an interview tells an employer that you A. Don’t know how to use technology (specifically a GPS) OR B. Didn’t bother to map out the locale. With as much technology as we have on smart phones these days, everything can be found with a few slides of the thumb.
  • Have backup alarms to get you up well ahead of time. “I overslept” just doesn’t work for employers. You have an alarm clock, your cell phone, the old school telephone (yes, ask someone for a wake up call if that is a challenge for you)

Always have a plan and stick to that plan. You get one shot your potential employer to make your 1st impression. This is one of the easiest slip-ups to control, so take ownership of it. Employers remember who was late, and who stood them up. The memory of a good recruiter is a vast expanse that holds more long term tidbits than should be allowed by law. They will remember you. Make sure its for the right reasons.


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