Most likely I’ve shared before that I consume A LOT of content (daily) on various business topics – a hefty chunk of it being HR and recruiting related articles, blogs and social media conversations. Earlier today I came across this post describing …Continue
Added by Kelly Blokdijk on December 18, 2014 at 10:30pm — No Comments
We know that many jobs are hard-to-fill and that you need data to back up your recruitment strategy. To help, we thought we'd demonstrate how you can use data analytics to build your hiring plan. In this example, we examine hiring demand and talent supply data for an IT Project Manager opening in Seattle,…Continue
Here we go… another horrible example of the type of cold call/emails some recruiters are sending.
I’ve never heard of the recruiter that sent this - who according to their LI profile, has been an agency recruiter since 2008 and has a whopping 36 connections. I don’t recall having any prior interactions with their agency and don’t know how they have my email address. What I do know is this a one of the lamest messages I’ve seen in quite a while.
One of my favorite negotiation anecdotes is from Stuart Diamond’s book Getting More. In it, he describes a scenario where a child would like to have a cookie, but the parent says no. Undeterred, the child then asks if he can get half a cookie and the negotiation ensues. I love this example…Continue
Added by Ramon Andino on July 20, 2013 at 10:20am — No Comments
Mobile salary negotiation allows employers, recruiters and employees to do things they could not do before. They can now capture the value that is inevitably left on the table after every negotiation.
There are two reasons value is inevitably left on the table:
Added by Ramon Andino on July 13, 2013 at 5:30pm — No Comments
Sometimes, the client experience can feel a bit like buying a house. I put forward a great candidate, they do a perfect interview and are offered the job. Client and candidate are happy. At least until someone else comes along with a better offer and lo and behold – that client has been ‘gazumped’ by the lure of a higher salary.
This happened to one of my clients recently, with the candidate turning down a role (despite already having accepted it) for the sake of a few thousand pounds…Continue
Added by Kay Chouhan - KINNECT PERSONNEL on December 2, 2012 at 5:06pm — No Comments
Talk about a catch-22! Let’s use Sally, the average Nurse Practitioner (although there’s nothing average about NPs), as an example. She has been a nurse for many years and has been working on her MSN for quite a while. The happy day arives when she has earned her MSN. She then sits for her national certification and passes. She is so thrilled now because she is officially a certified Family Nurse Practitioner!
Sally’s job search now begins. She applies for every Family Nurse…Continue
One of the most important jobs of a recruiter when making a match between candidate and client is salary expectations…or is it? Salary is one component but what should be considered is the total compensation package + non tangibles such as culture and advancement opportunity. However I am sure we can all recount those who get stuck on salary and that is often because salary reflects status and an interpreted success (along with job title). We are after all social creatures and what others…Continue
Added by Darryl Moore on June 20, 2012 at 6:25pm — No Comments
Employers had the advantage during the recession. Yet, gone are the days of hiring overqualified candidates at discounted salaries. Job opportunities are on the rise. The best workers have choices and we are currently seeing candidates receive multiple offers at competitive salaries. According to CareerBuilder’s 2012 US Job Forecast, here are the top 4 functional areas that will see the…Continue
Added by Ann Clifford on April 16, 2012 at 10:45pm — No Comments
Added by Ann Clifford on April 6, 2012 at 3:36pm — No Comments
Okay, now Forbes magazine in its article, Top Executive Recruiters Agree There Are Only Three True Job Interview Questions, has confirmed what employers are looking for in…Continue
Added by Bob McIntosh on March 29, 2012 at 7:59am — No Comments
Who doesn't want to make more money? Before you march into your boss’s office demanding an increase in pay you need to first take a step back and develop a game plan to approaching your…Continue
Added by Gavin Redelman on March 6, 2012 at 5:19pm — No Comments
Expert Recruitment Consultant Discusses the Dangers of Accepting a Counter Offer
Numbers demonstrate the employment market is improving. As a result the people who have jobs are beginning to dip their toes gingerly into the market. Surveys show that 30% to 60% of employed workers are unhappy in their jobs and are waiting for the employment market to improve. An expert recruitment consultant warns that some of these people are setting themselves up for…Continue
Added by Ryan Pratt on December 12, 2011 at 4:21pm — No Comments
I write a lot about lying, mostly because it is happening all the time. Candidates lie to recruiters for a variety of reasons. Recruiters have to expect a certain amount of lying. Some of it is even understandable. Here are some examples:
George says he is willing to relocate, no problem. Weeks later, many obstacles materialize that would interfere. These aren’t…Continue
There is a lot of well-intentioned advice cautioning job seekers from disclosing their salary history and / or requirements. The wisdom (?) behind this is that you don’t want to get “low-balled” by asking for too little or be tagged over qualified by asking for too much.
So what’s the alternative? Apparently you wait until the employer is ready to make an offer, and naturally you NEVER accept the first offer. After all, who leaves money on the table,…Continue
In a recent blog, we wrote about salary and benefits requirements for IT job seekers – and why candidates need to know everything they want (compensation) before starting the interview process with potential employers. Salary and benefits are key factors when determining whether a job is the right one for you. But there’s one other component in the decision-making process that is very…Continue
Added by Jon Prete on May 14, 2011 at 8:02am — No Comments
This blog, the second of a two part series, focuses on candidate salary requirements and how job seekers should handle salary issues before and after an employer makes an offer.
Last week we blogged about candidate salary requirements, and things employers need to consider before extending an offer. We gave an example of a highly qualified candidate who provided her salary requirements to the recruiter…Continue
Added by Jon Prete on April 29, 2011 at 3:48pm — No Comments
This blog, the first of a two part series, focuses on candidate salary requirements and what employers need to consider before they make an (attractive) offer. Part two will concentrate on job seekers and handling salary issues once an employer makes an offer.…
Added by Jon Prete on April 22, 2011 at 8:00am — No Comments
You are in the job market. Either you are not working and actively applying for jobs, your working but for whatever reason the writing is on the wall or you got a call from a pro-active recruiter.
You start chatting about the general details of the job and then the question comes up, what are you looking to make....
You try to give an answer like negotiable, market rate or "we can come to an agreement" but the conversation is stalled without an actual data…Continue
Added by Marcus Ronaldi on April 18, 2011 at 11:00am — No Comments