Top Recruitment Blogs of 2019

by Veronica Blatt

top recruitment blogsIt’s a holiday week in both Canada and the USA, so we’re only posting once and giving you a chance to catch up on your reading if you are among the many people away from the office. In case you missed them the first time around, here are our top recruitment blogs of the year to date:

Three Reasons Why You’re Not Getting Interviews: How to Create an ATS-Friendly Resume Automation has made it more difficult for job seekers’ resumes to be seen by the proper hiring authorities. Applicant tracking systems (ATS) “read” resumes looking for keywords. If your resume doesn’t include the right words and the right formatting for machine-reading, it’s very possible you’ll be overlooked. This post includes tips for how to create a resume that will be “seen” and hopefully lead to more interviews! Read the rest of this entry »

What Happens if You Receive a Counteroffer?

by Veronica Blatt

Changing jobs can be a huge source of stress, even when you *know* it’s the right decision. It’s common to feel sad or anxious, or even a little bit guilty even if you are excited about the new opportunity. On top of all those emotions, you have to actually resign – you know, tell your boss you’re leaving. And that’s when they hit you with the counteroffer. Maybe you didn’t see it coming, or maybe you should have, but either way it’s on the table and now you have to deal with it.

If you’re working with a recruiter, you have likely had the “counteroffer talk” multiple times throughout the hiring process. While that might make it less of a surprise, it can still feel like you’ve been caught off guard. It can still be difficult. Read the rest of this entry »

Counteroffers – The Bane of a Recruiter’s Existence

by Liz Carey

One of our recruitment network’s members recently shared that she experienced not 1, not 2, but 3 different candidates accepting counteroffers from their companies. This is an age-old problem in the recruiting industry, and something that we are seeing more and more of these days in a candidate-friendly market, especially when working with strong candidates. It’s up to the recruiter, as part of the whole interview process, to discuss and really dig down and find the truth of what the candidate would do if their company presented a counteroffer to them.

Here’s some suggestions our other members gave on how to handle the counteroffer situation: Read the rest of this entry »

Preventing the Process of Counteroffers

by Liz Carey

E4PSRGAB8YOn a recent trading group call, Scott Love of gave a presentation on counteroffers. For a recruiter, it is crushing to have a candidate who’s already accepted your client’s offer renege and accept a counteroffer from their current employer. You saw the light at the end of the tunnel, the placement fee was almost in your pocket, and now it’s back to the drawing board. What Scott Love told recruiters was: an easy way to keep candidates from taking counteroffers is to prevent the process. But how can you prevent it?

Have a conversation with the candidate — not the night before they’re putting their notice in, but earlier in the process, before or after the first interview. It behooves a recruiter to assess the risk of any candidate they are considering presenting to their client considering a counteroffer.

The likelihood of the candidate taking a counteroffer depends on their motive. Fear of change is the biggest killer in the recruiting field, so ask them flat out, “Before I present you to my client, can you actually see yourself moving forward in the next 30 to 90 days?” and “Is there anything that would keep you from it?” If they tell you “I’m prepared, I’m ready to move,” that would be someone to assess for the role early on.

Tell them the process – “I present you to my client, you interview, and if they like you, they will give you an offer. Can you see yourself resigning from your current company?” Once they realize and understand the process and timetable, it puts everything into perspective and they’re more likely to envision themselves making the move (or not being able to).

He often tells candidates that his role is to facilitate the process of the candidate and client getting to know each other, and if at any time the candidate is not interested, that’s fine, but he requests that they just be honest with him. If they have concerns, he wants them to tell him, not just disappear. He says the recruiter’s role is kind of like a pressure valve — not to put pressure on, but to remove it. To get into a candidate’s head and figure out if it’s a deal-killer.

Then, put them in a hypothetical scenario: “How do you think your employer will respond?” If they indicate they believe their employer will try to keep them, ask the candidate “How will you respond if they give you a counteroffer?” If the candidate seems to be at the point where they’re not sure, and their employer might be able to convince them to stay, you’re at risk. Scott Love advised not putting a candidate in the process if they have a high likelihood of taking a counteroffer.

If a candidate says they’d consider a counteroffer, it’s time to be honest and cut your losses. The way Scott goes about is telling candidates that he doesn’t want to put them in a position of permanent career damage, as accepting a counteroffer often instills a sense of distrust in the candidate’s current employer. Because the candidate was ready to leave, they will always be thinking that he or she is unhappy and/or looking for a new job, and are unlikely to promote that person.

How do you handle counteroffers when it comes to your candidates?

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What causes turndowns, and what can an agency recruiter do about it?

by Veronica Blatt

agency recruiters participating in salary negotiationsIt’s no secret that top talent is scarce in many (most?) employment sectors today. Candidates are receiving multiple offers, including counteroffers from their current employers, at a level (and ferocity) which we haven’t seen or heard of in quite some time. In turn, this is leading to a significant increase in turndowns. There are multiple factors at play during the offer stage; here are a few that contribute to turndowns. A good agency recruiter can be a crucial piece of the puzzle, helping two sides reach a fair deal.

Candidates who think they are worth more money than they are. Candidates who are being recruited heavily and/or receiving multiple offers can develop an inflated sense of their “worth.” A current employer may be willing to pay an obscene counteroffer to solve a short-term problem (an unanticipated vacancy) knowing they can start to search for a replacement on their own schedule, reverting back to the lower pay. As an agency recruiter, what are you doing to level-set the candidate’s salary expectations?

Clients who don’t understand the current supply/demand realities of the talent market. Too many clients still mistakenly think that there is a surplus of available, unemployed candidates who will work for sub-par wages. Not true. Unemployment in the U.S. for candidates with a bachelor’s degree or higher is below 4% — typically considered “full employment” — and has been for quite some time. It’s your job to educate clients about what constitutes a fair offer. I read a great blog today about why lowballing offers is a bad idea — definitely worth a read!

Candidates who think all employers are, or should be, Google. Everyone wants to work for Google, right? They have a legendary corporate culture and a talent acquisition strategy of paying top dollar for top talent. Of course they do! They’re GOOGLE, for Pete’s sake! Most employers aren’t Google, so candidates who compare a real job offer to an imaginary offer from Google are way off base. As a recruiter, what are you doing to better educate candidates about job market realities? Some companies, good companies that may be small or fairly new, may not be able to pay as much as they would like for top candidates. How can you help them sweeten the deal by creatively adding to an offer in non-salary ways?

Candidates or clients who don’t understand salary differences between geographies or employment sectors. The “going rate” for any particular job is influenced by geography, skill set, employment sector, industry, economy, and probably a few other markers. It can be tough to make an “apples to apples” comparison. An agency recruiter should be prepared, with data, to remove emotion from the process.

How have turndowns impacted your role as an agency recruiter? What are some creative ways you have closed more deals?

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