Market is heating up. We know it because we have never received so many offers from our clients in the last few months. I should be jumping for joy but not quite. Just the last week - we had 3 (three!!!!!!!) fallouts. I yell at my guys to pre-close all the candidates and they do by following your scripts. “Yes I will accept $120K.” “Yes I can do the job.” “Yes I want to work for the company money aside.” But then last minute candidates don’t want to come to our offices to sign. They ask us to email the offer and want to read the complete offer (salary + bonus + benefits + vacations + sick days + etc.) and want to take a day to think about it. And then almost always take another offer.
So if I ask: So at $120K you will accept with $50K bonus, 4 week’s vacation, etc. - they say we want to see it on paper and think about it.
What are we doing wrong??? Should we take it away from them when they tell us they need 24...
I have a candidate that is perfect for a position we are working on and after talking to him I discovered he had a position that he did not put on his resume because he "had words" with the Director and only worked there for a few months. The way he got around this is by putting just the years of his employment on his resume and not the months so it doesn't look like there is a gap. I feel obligated to tell my client about this but he does not want me to. I explained to him that many of us have at some point in our careers had a boss that was difficult to deal with and it is better to disclose it up front than to try to cover it up. Would you send this candidate on his way?
Maybe it's because when I was 11 my parents took me against my will to Disney World, and the only thing that could be more embarrassing than walking around with my parents happened. We went on the ride, "It's A Small World After All" and at the halfway point, the machinery...
What is your policy on revealing the name of your clients to candidates?
As the war for talent heats up, I am getting more candidates who will not speak with me (or proceed further) until I tell them who the client is. I try to avoid telling them who the client is until they are vetted and ready to be submitted for the position.
Does your policy differ when trying to get referrals?
So some background. A few times over the years, I have been asked by the equity partners in my firm to re-think one of my core beliefs. I pride myself on never being done with learning, and on being able to call myself on my own nonsense. So when they asked me if we could abandon the corporate dress code, and go business casual during the week, and completely casual (don’t get me started, “Are those sweatpants, Joe? Really?”) on Fridays, I fought hard. I said it would affect morale. I said we’d feel less professional and...
We recruited a candidate who wants to interview at a "few places" before he/she makes a decision. We have only rolled out one job opportunity so far and have not submitted to client yet...any ideas how to handle this request?
You need to determine whether your candidate's primary decision making is External or Internal. No one is entirely one or the other, but we all have a dominant mode. An external candidate makes decisions based on what he/she can measure, what do they gain, versus what do they lose. In the course of qualifying, you should be able to intuit this: an external person is always asking about compensation, the job location, the benefits... "If I make the move what do they give me that I don't have?"
If you determine your candidate is dominant External, you appeal to their logic and their fear of loss.
"Of course we can wait for other interviews. But you need to understand the risks. The company will continue to interview as well. If you...
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