Recruiting In 3D

The 5 Stages of Recruiter Grief

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Each year, those of us who still have some burning passion for Hollywood (for whatever reason), gather to watch the Oscars.

For 3-4 televised hours, there’s excessive backscratching and a celebration of the Cult of Personality going on. Inevitably at some point in the show, there is a tribute to those in the industry who have passed on since the last gathering of the cinematic lemmings.

In the music ecosystem, its very much the same, and we’ll likely see tributes for the Chester Benningtons of the world at the next Grammys. Rest in peace, Chester Bennington, but I’m not sure why people are acting as Led Zeppelin‘s surviving members just went down in flames.

But I digress; that’s not the point.

Somehow, this all got me thinking about the families, co-workers and fans, and what they go through when they lose someone they were fond of. Having been there myself, and having been a Psych major back in college, I was already familiar with the Kubler-Ross stages of grief and bereavement. I wondered what the equivalent for this would be in the recruiting world, since we lack not for drama and a plethora of interesting situations to find ourselves in with this profession of ours.

The irony of me writing about this is not lost on anyone who has known me for a long time.

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Advice for Today: Trust Yourself

No matter how long you are in a profession, you are going to make mistakes. I thinkFailing that’s actually healthy, because if you stop learning in your profession, then your eventually going to hit a wall and peter out. This week was one of those days where I learned something. That I need to trust my gut and intuition, despite talking myself out of it in one recent scenario. Read More

Salary Secrecy Law – “You’re Hired” Radio Show

I had the opportunity to spend some time with my colleague, Lorne Epstein and a few guests to debate the core principles of the Massachusetts salary law, and it’s effect on the recruiting industry.

Take a listen, hope you enjoy. I promise to dress up the next time I’m on the radio.

 

 

 

 

Little Secrets: Salary and the Impact of Things Left Unsaid

When Massachusetts enacted their law prohibiting employers from asking for or requiringtumblr_inline_mvven1z1lf1rg0g8s  the salary history of a candidate, there was a great deal of consternation. Even though the law does not take effect until July 2018, the immediate buzz is loud. Many recruiters are panicking in fear that this legislation may well catch on and become the proverbial law of the land. You can count me among those that find this incredibly disturbing. 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.

Found Your Ideal Candidate? Good. Make a Good Offer.

One thing I never understand is why companies have a habit of making low-ball offers. As recruiters, we go through painstaking processes in order to source, attract, screen and move candidates through the hiring process. In many cases, a full write up is sent to hiring managers (or other KDM’s) and the vetting begins.

So why is it with so many apparent QC checks in place, that companies still tend to make offers that are clearly so far below candidate expectations? I know that the market is bad, and the sky is falling – this too shall pass – but that doesn’t mean we should not be planning for the future, with the hires we make in the present.

I said to Jessica Lee the other day, when she was pondering taking the SPHR exam, that the more bullets you have in your gun (i.e. the more training and depth you have) the longer you stay in the gunfight. Couldn’t then, the same be said for making an offer to a candidate that is compelling and fiscally savvy? If you know what the candidate makes and have spent the time making a a point to know what they want, and you know what the budget can handle, why would you then not make your most compelling offer up front, getting the candidate to accept quickly, and instilling an immediate sense of excitement that this is the right opportunity for them. You may also be DRASTICALLY reducing the rate of counteroffers as well, since if they feel wanted and satiated in their comp needs, then they may be less likely to even consider a counter offer.

Know the facts up front, hit the offer head-on, and make your organization one that is not pigeon-holed into being “one of those “low-ball” shops. Candidates will appreciate the candor, hiring managers will love knowing that you can close the deal, and they can get their 1st choice candidate.


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