|
SAVE TIME AND MONEY BY USING A PROFESSIONAL RECRUITER!
| 1. |
You want to find the best talent available for your important opening. |
As a manager, you know the pain and agony of having to staff a department with the
talent who will ultimately assist you in becoming more successful. Either
you want to locate employees like you or you need skill sets that complement your
own. This can become a daunting task!
| 2. |
You know the competition, but you don’t feel comfortable calling them. |
When a manager decides to engage in an exploratory hiring conversation with a
potential candidate, many things can go awry. Engaging a middleperson to broker
“the deal” eliminates many of the hot issues, such as salary negotiations and relocation packages, which can
turn sour very quickly!
| 3. |
You don’t have the time nor the contacts to locate a pool of potentially qualified
candidates within a given market. |
A good recruiter knows who, what, when and where to look. Credible, professional recruiters
conduct searches in a timely, thorough, accurate, and confidential manner.
| 4. |
Since both the manager and candidate play active roles in the interviewing
process, having a “point person” to manage that process effectively is
paramount. |
A good recruiter is attuned to the personal aspects of a candidate’s life as well as their
professional background. Thorough placement specialists make a point to inquire about
spouses and their careers, children’s ages and their interests, the marketability of a
present home, hobbies, the location of grandparents and anything else that could
cause an emotional glitch at the offer stage.
| 5. |
A smart recruiter realizes that changing jobs is an emotional decision, which can
be as stressful as buying a home or getting married. |
Just as a good realtor manages the details of closing on a home, a good recruiter
manages the details of closing the employment deal, preventing a breakdown in
communication and clinching the deal. They will broker a well-informed marriage between
an employer and new employee - from the courtship, through the engagement, and to
the altar - anticipating roadblocks before they occur.
| 6. |
A professional recruiter provides thorough, well-documented professional
references on each new hire. |
One would think that the references a candidate provides wouldn’t say anything
negative or lukewarm about the candidate; however, you would be surprised by what a
savvy recruiter can garner from a reference. Generally, references will say things
verbally that they would never put in writing. We share the good, the bad, and the ugly
with employers as it is told to us:
- tardiness,
- bankruptcies,
- delinquent student loans,
- driving under the influence,
- divorce and custody battles, or
- pending sexual harassment suits.
Employers have the right to make an intelligent decision, a decision based on the facts.
More often than not, a hiring manager will say to us, “I don’t care about the DUI he had
in college, but it bothers me that he lied about it.” Or even, “I’m not concerned about
the bankruptcy caused by his recent divorce, I just wish he had told us in advance.”
| 7. |
Good recruiters manage the total compensation package, not just base salary
expectations. |
Frequently, good candidates get calls from aggressive headhunters who quote inflated
salary figures in order to get the candidate to listen to their pitch. Serious recruiters
don’t use that ploy, it’s unethical and always backfires when it’s time to close the deal.
An ethical recruiter works diligently to set a realistic salary figure in the candidate’s
mind, one that is always lower than what the employer can afford to pay. This is
because an interesting phenomenon evolves during the courtship. As it becomes
apparent that everyone likes each other and are heading quickly to the “altar”,
candidates tend to feel that they are worth more money, while the employer becomes
confident that perhaps the candidate can be hired for less money.
This is where hiring is not similar to buying a new home! Human beings are not a
piece of real estate! Hurt feelings, misunderstandings, loss of good faith, broken trust
and ruined deals occur more often about money than on any other aspect of the hiring
process. A great recruiter will handle negotiations, not to get the most money for the
candidate so that their own fee is higher, but to negotiate a fair, acceptable offer. Both
parties need to be happy about the compensation - before the honeymoon!
| 8. |
We manage the emotions on the most important day of this process - the
resignation. |
Typically resigning requires a great deal of guidance and hand-holding by a recruiter.
All the time, money, and effort that goes into an engagement can go down the tubes
with a few flattering or bullying remarks. In today’s market, managers are known to
use all types of tactics to keep a good employee. This is where ego takes over and
reason takes a backseat on both sides! Unless a candidate is prepared and firm in
their resolve to depart gracefully, heads can get turned and the hand-wringing process
of the counteroffer bidding war can begin. Rarely does anyone win at this, especially
the candidate, now placed on shaky ground. Recruiters counsel and prepare new
hires on how to resign and depart with as little drama as possible.
SearchPro prides itself in being a professional recruiting firm. We earn our fees with hard
work, integrity, confidentiality and honest communication. We have found that
candidates trust our judgement and our clients appreciate our screening, profiling, closing,
follow-up and cooperative partnering strategies.
|
