Thanks to all those folks that participated in our ‘Elite’ Recruiter self assessment! We have just reached the 1500 participants mark!
For those of you who have not participated, please do so.
For those that have participated, you can check out the results to date.
After reviewing the results, one skill/attribute score that caught my eye was:
- Acts as a trusted advisor to a candidate and articulates the career opportunity with your organization when negotiating salary offers.
- To date, folks have rated themselves a 2.97 (out of 5).
Over the years, I have written many blog posts on this topic including:
Don’t forget the reason we talked in the first place
What every recruiter can learn from spaghetti sauce
I know you were not looking, but you listened
52 reasons why someone should join your organization
So as you connect with candidates this week, I want you to reflect and make sure you are able to identify 2-4 non-monetary “motives” for which a candidate would leave their current position.
If you haven’t had this conversation with them, there is a high probability that if/when you make an offer they will do one of the following:
- Take a competing offer from a firm that does know their motives and can articulate how their company can meet them.
- Stay where they are. Since it is easier to stay put than venture to new, unknown challenges.
- Walk away simply because you don’t have enough “ammo” to “close the deal”.
- Lure you into negotiating ‘monetary’ motives like salary, bonuses, vacation, etc. All the things you DON’T want to negotiate!
Remember, once you decide you like a candidate, it’s your job to help them understand how this move will benefit their career long term based on what they’ve told you about their career goals and aspirations. Not only do candidates have to sell themselves on the idea that your job could be a good move for their career; they also have to “sell” it to family and friends. The more you can do to help the candidate see how this position fits in with their career aspirations, the easier it becomes for the candidate to do the same.
Some food for thought after a long memorial day weekend!
I hope you have a perfect day!
In a recent post, “You know you are an Elite Recruiter if . . . .”, we shared some attributes we believe Elite recruiters possess. We thought we would share other folks thoughts on this topic! If you have others – - please share
- Your clients take you with them from company to company when they advance their own careers! – Patti Yaritz
- You know that you are an elite recruiter if former candidates/new hires seek out your advice unsolicited and without your follow-up. Some of the most rewarding pat-on-the-back compliments I have ever received have come from new hires contacting me after I have left a company. – Thomas Bolt
- You are included on emails from the SVP of HR to members of the internal recruiting team with comments like…”Team, let’s make this happen”. – Sandra McCartt
- An elite recruiter is willing to share his/her knowledge with junior recruiters and is willing to mentor them to success. – Chuck Clevenger
- An Elite recruiter gives back to the community by volunteering to freely help people in their job searches. An elite recruiter is known for his/her pro bono work. – Chuck Clevenger
- An elite recruiter has the ability to advise and influence HR and Hiring Managers in regards to job specifications and compensation based on their knowledge of the local/national marketplace and talent pool – Dan Helpka
- Candidates you once turned down, turn up 1 & 2 years later, successfully compete for jobs they now can do having gained the knowledge, skills and experience you advised them to get. – Gerry Crispin
- More students are graduating from local high schools inspired by your efforts and more of them are looking to aspire to a college degree. – Gerry Crispin
- More college students are inspired to major in areas that will drive company performance, innovation and collaborative culture. – Gerry Crispin
- Company alumns send you leads of high performing prospects who they believe will benefit your firm and grow in the bargain. – Gerry Crispin
- You are a local pro-bono pay-it-forward support of time and advice to One-Stop employment centers, community organizations offering employment counseling and resource limited health care organizations is lifting the brand image of your entire community and increasingly attracting candidates who previously wouldn’t relocate. – Gerry Crispin
- You are dedicated to assuring that their quality referrals and hires include diversity. You don’t have to be told by hiring management, “We want to see some diverse candidates in the mix.” You bring it and wow even those hiring teams who didn’t expect, didn’t want it, and didn’t ask for it. – Valentino Martinez
- You help build an elite TEAM! – Julie Rehbein
- The C-level in your company gives you a call when it wants to add “impact level” talent and believes you can find it. – Mat Apodaca