Why is it that candidates ALWAYS seem to get a review, raise, additional responsibilities right before your client is about to make them an offer?
Alright, it doesn’t ALWAYS happen. As recruiters we tend to exaggerate just a bit, but it happened this last week to not one, but to two recruiters I know and have great respect for, and it drives me mad when I hear this.
This should never happen.
We, as third party search professionals, shouldn’t let it happen.
I have a rather simple strategy for keeping the incidence of this occurring with my candidates to a minimum, and it is something every recruiter knows they should do, but sometimes just forget or get lazy about doing.
Right after I cover a candidate’s work history, just before I am about to get to the meat of my interview with them, where I want to know how they have made a bottom line difference for their organization by how they made money, saved money or changed a process that did one or both of these things, I go through a quick salary history review.
And it is quick. By doing it fast, they don’t have time to “create,” and I am more likely to get the just the facts.
Usually I start three jobs back, and I ask what they started at, what they ended at while in that job.
Next job back, their starting salary, when they got their last raise, how much it was, and what it took them too. Plus whatever bonus opportunities, or anything else they had that would show up on their W-2.
With the job they are in now, I ask them what they what hired at, have them break it down to each W-2 component. Then I ask them to very methodically tell me about every raise or salary and/or bonus adjustment that brings them to what their current comp package is as we speak. I also ask if there is any bonus money that has been earned but not yet paid out, IF, IF, that seems to be the case, as it sometimes is with delayed bonus payouts commonly used today by employers.
I am not done yet.
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