Recruiting In 3D

Help Me….Help You!

I make it a rule to discuss salary, compensation and the like with virtually all my candidates in the first or second conversation that we have. Make no mistake, I’m not asking for “Name, SS# and how much was your W2 last year”, but I address it at some point in the conversations. You really have to have these conversations if you

Over the years, I’ve had some very colorful responses to my question about what a candidate’s current compensation is and what they are looking to make going forward. I thought having grown up in New York, and watching 20+ George Carlin specials gave me all the dirty words I’d ever hear. Oh how wrong I was. Some people get terribly upset when you ask this, as they feel like you will pigeon-hole them into that number/package, or that there is some ulterior motive. Kinda makes me feel like a really, really desperate Jerry Maguire sometimes. http://www.youtube.com/watch?v=p-oHuogx6_Y

The thing is, I ask this because I’m trying to work with the candidate, and build trust and rapport from Day 1. By having a frank and open dialogue, we’re able to establish that relationship that allows for good matches to be made. Recruiters need to act as agents for their candidates and that representation is about trust. Have it, and you’ll have higher success rates. Don’t have it and you’ll be closing the same position five times. Now, I’m not saying that I’ve never had a candidate reject an offer based on compensation, but it is an intricate part of your process. Jessica Lee, of Fistful of Talent notes that this is a launching point for being able to have frank discussion about the candidate expectations, and the industry standards that are out there.

Candidates naturally have to have a skepticism about whether to trust the recruiter, after all, there are shlocky recruiters out there, and how can you be sure. I try to address this up front and let them know that I’m asking because there is a budget (as much as we all want to work without one) and if I know what they are looking for from the beginning, I can be sure we can get them to the front lines. Besides, after a manager gets a resume, the first question is inevitably, “How much will this person cost me?” (Don’t believe it? Try sending a profile and resume to an account manager (for TPR’s) or to a hiring manager (Corporate).

If I know the difference between the desired salary and the budget is say, 10k, I can work with that and talk with the manager. Plus, smart candidates are looking at the whole package. But if the candidate is looking for a 130k salary and the budget is 85k, why bother to take them down a path you can’t finish out for them? It’s a waste of your time, the manager’s time and ultimately the candidates time. The key here is explaining this to the candidate. And if you tell them you’ll keep them in mind for the future, do it. Call at another time down the line, check in, etc. If you tell them it’s not a fit, and you’ll refer them elsewhere, follow up and do so. Your word is your calling card.

In the end, the smart candidates will respect you for the candor. The great candidates will even know of peers or other friends that they can refer to you, either for that job or just based on the fact that you’ve proven your mettle as a viable and trustworthy recruiter. This is all just another tool in your box for building that all important positive reputation. And for recruiters, your reputation is your brand. The question is how’s your brand?


Bookmark and Share

“I’m Qualified! For EVERY job you have!”

One thing that really gets me going is when someone applies for 12 jobs on your site. And it’s not as though they are the software architect applying for all software jobs. It’s when they apply for the sales job, the accounting job, the medical examiner job, and so on.

REALLY? Are you qualified for all of those? Because if so, I have a car-sales business with bad numbers, and employees having heartattacks everywhere. HELP ME!  NASA could probably use a former Doogie Howser with some skills like that.

I think that it is a poor judgement on the part of the job seeker to just splatter a resume all over a career site. The intent is clear – the more I apply the more chance they will see my qualifications. When reality is when we see you apply for 15 jobs, we are much more likely to go on to the targeted candidate who has clearly targeted the one role they are most qualified for.


Bookmark and Share

No Twitter, What now? Goin’ Old School…

Twitter had a massive outage today for a good portion of the day. Luckily for me, it was when I was trying to use it this morning, and couldn’t access TweetDeck or Twitter directly. Apparently it was a Denial of Service issues that had to do with hacker activity. I wonder how many people became paralyzed for just a few minutes while it set in that the mighty “Twit” was down.

It took me a minute, admittedly. I thought,  “Nah, must just be my computer, Twitter can’t be down.” Oh sure enough, it was.  After coming to grips there, I was utterly amazed how much work I got done in the following 2 hours. I sat down and got some cold calls done. I miss that on days I can’t get to it.  I’d have gotten it done eventually, but not by getting sucked into perusing the Twitter site for over an hour. You can get lost in that site!

It’s good to see that good old fashioned Non-Twitter work still lives on….


Bookmark and Share

Took me long enough…..

I’ve been recruiting since 2000.For a while now, I’ve wanted to start a blog, since I’m a frequent reader of other HR and Recruiting industry blogs. I have alot of opinions on things, and what better a forum. I’m looking forward to sharing and having some great discussions. Here’s a little about my background, and philosophy.

I actually came into the recruiting industry by accident. I had been working for the Commonwealth of Virginia doing PR and Volunteer Recruiting, when an opportunity to do full time “real” recruiting presented itself.  Naturally, being an extrovert, I jumped on the opportunity. It was an instant match.

I began working for a temp agency, (as you’ll see, I won’t be using any employer names here past, present or otherwise), and started out in recruiting for a myriad of positions, including Light Industrial, Administrative, Legal and Technical. It’s where I got my start, and I then moved on to a contingency staffing firm, focusing on technical placements. I think back now about the way we had to work to get done what we did. It was crazy. Some great people I worked with.

Job 2 was really where I cut my teeth. It’s where I learned how to really source. To go and find people, to target specific candidates and match them up with a client’s needs. It’s where I learned the art of the deal, and how to engage candidates as though you were their agent, and to be looking for their best interests as well. THIS is where it was at. Not just for the money, but for building a network and trusted adviser for ones career search…their livelihood. The money was good too, can’t lie there.

Job 3 led me to the corporate side, where I still am now, and have an appreciation for both sides of the fence. Being on the corporate side lends itself to being an internal consultant to your “clients” or co-workers. It has allowed me to pursue endeavors and harness skill sets that just aren’t always possible on the staffing side. There’s a little more process and structure, but its manageable.

I’ve been fortunate to have great mentors and some excellent co-workers and bosses. A lot of people who have looked out for me, and my career. For that I’m grateful. I believe in paying it forward, to borrow a phrase. That’s why I’m passionate about recruiting and networking going hand-in-hand. Being able to ingrain yourself in a community, and to assist and be assisted, is a valuable skill and a resourceful tool in recruiting.


Bookmark and Share

%d bloggers like this: