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Comment on: Blog Post 'Bounty Jobs -- Wrong For Recruiters? HR! -- Nope because you’re not a car guy!': tential placement derailed because of Bountyjobs so much as your own lack of candidate control. There's a lack of employer control evident also, but that's tough to get. Let me explain. When you prep a candidate to speak, or not to speak, about money you need to do a couple of role-playing scenarios with them. Tell them how to respond, then ask them the question and see if they respond correctly. Next, prep them to respond to the HR person's attempt to over come their objection. Advise the candidate that if the HR person gets an answer out of them, it will be the wrong answer, no matter what, and the interview process will end. They will never see the hiring authority. Qualifications have nothing to do with this. It's a trap that HR may not even realize it is setting. Basically, do not ever talk about money until the very end of the final interview, and even then never be the one to bring it up, and never quote a figure. Always have the employer make an offer, then respond from there. When you prep the employer, especially for an HR phone screen, always state that you have already discussed the company's starting salary range with the candidate and that he is comfortable with it, and is very interested in exploring the opportunity. Then ask the HR person, "You're not going to ask my candidate what they are looking for in compensation before anyone has the chance to detail the full scope of the position and describe the environment and potential opportunity, are you?" If the HR person says they will not, when follow up with, "Can I have your word on that?" Later if they do ask anyway, then at least your candidate has been prepped to deal with it. And you have an opportunity to get a re-do on the phone screen if your candidate drops the ball and gives out a figure. If your candidate caves in on this, you need to get the HR person on the phone right away and do some damage control, not wait a week for a reject email. You need to say something like, "You asked my candidate about money. I though we agreed that you didn't need to. Anyway, he gave you a figure that is well above the range he is considering at other positions and regrets that he may have given you the wrong impression. He would like to speak with you further about the position as he believes there may be significant non-monetary benefits to your company's opportunity." If HR says that they will indeed ask about compensation, then you have even more motivation to focus your pre-interview prep with the candidate and tell them that the HR person is going to ask about money and you are going to side-step it every time it comes up. Also you need to sell the HR person on why this is a bad idea. Candidates get the wrong impression about a company's intentions if asked for a salary figure before there is any info to base an answer upon. It reflects poorly on a company's priorities and may make it difficult for me to get the candidate to proceed with the interview process. A candidate's final response when the HR person gets insistent, should be something along the lines of, "If I like what I see throughout the interview process and believe that I would really like to work here, that this is the "home" I looking for, and if you think I'm your best candidate, then make me a fair offer and I will accept." Unfortunately your use of Bountyjobs as a way into a new client company probably lumps you in with all the other low-end recruiters they have to deal with from there. Your credibility and expertise is discounted, and it is difficult to control an HR person who looks down on you. …; Added by Doug Boswell at 4:45pm on March 14, 2011

Blog Post: Winning Dynamics in Corporate and Agency Recruitment?

Do any recruiting professionals remember a time when a recurring…

Added by James Chmielinski at 5:10pm on December 4, 2016

Blog Post: Social Recruiting: It's not for recruiters: Another blog from the archives. This post caused lots of reaction…; Added by Bill Boorman at 8:58pm on September 28, 2011

Blog Post: What Does Your Interview Outfit Say About Your Work Ethic?: It doesn’t matter if you are conducting or participating in an…; Added by Julie Salerno at 1:54pm on August 12, 2014

Blog Post: Replacing Recruiter Greed with Goodwill: A new paradigm to evolve the talent acquisition profession

Employers rely heavily on…

Added by James Chmielinski at 4:23pm on December 19, 2014

Blog Post: Which fictional recruiter are you?: We’re not quite sure how any…; Added by Roxanne Abercrombie at 6:39am on January 15, 2015

Blog Post: Battles Worth Fighting: I shared two very…; Added by Amy Ala Miller at 10:14pm on March 24, 2015

Blog Post: Job Board SEO tips

Today there are more job boards than ever which increases competition for…

Added by Stephanie Mills at 10:12am on June 17, 2014

Blog Post: The Missing Piece to ATS Prescreening Questions: It’s no surprise that the number of resumes stockpiling for HR and hiring managers has increased in the past year. Thus, it’s important now more than ever to have an applicant tracking system (ATS)…; Added by Jake Stupak at 2:46pm on September 11, 2009

Topic: Changing Workforce Expert Speaking Sept 9th in Chicago: Recruitment Conference and Expo 2008 being held in the Donald E Stephens Convention Center, in Chicago on September 9 & 10, 2008. Onrec.com Expo 2008 is widely regarded as the “must attend” online recruitment event of 2008. Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec.com Expo 2008 is the only global gathering of online recruiting leaders and game-changing technologies. For more information about Onrec.com Expo 2008 visit: www.onrec.com/expo2008 Onrec.com Expo 2008 will bring together delegates and exhibitors involved in online recruitment from around the world to share their common interests, provide a business driven networking environment and stimulate discussion, debate, and beneficial partnerships. Tamara Erickson’s extensive knowledge in workplace demographics will provide a great opportunity to those who attend Onrec.com Expo 2008, in which she will be one of several speakers to attend. Ms. Erickson will present “Hunting for Talent in a Wiki World: How to Beat the Growing Global Shortage of Skills and Labor.” Her topic will provide many with the knowledge needed to find talent in the workforce, and useful insights on the global workforce, the new technologies that are rocking the recruiting world, and providing knowledge on successful ways to compete for tomorrow’s top talent. Ms. Erickson explains, “During this decade there continues to be seismic shift in the workforce. Globally, several decades of declining birth rates are catching up with us. For the first time in modern history, the number of jobs created could begin to outstrip the number of people who desire to participate in the workforce - creating not just a temporary imbalance for a year or two, but a sustained, systemic scarcity over the decades ahead. And when you add a skill set filter over the raw numbers, the potential shortages look even more alarming. We're at a tipping point. By the end of this decade, most corporations will begin to experience a talent shortage.” During her Onrec.com Expo 2008 session, Ms. Erickson will demonstrate that in order to hire the best talent in the marketplace, organizations will need to employ non-traditional channels, including the new technologies of Web 2.0, and approaches, such as social networking. Successful recruiting will also require new skills and perspectives to evaluate and assess talent. She will be presenting one of over thirty session topics for the Onrec.com Expo. Ms. Erickson’s work is based on extensive research on changing demographics and employee values and, most recently, on how successful organizations innovate through collaboration. Tamara Erickson has co-authored four Harvard Business Review articles: “It’s Time to Retire Retirement” (March 2004), winner of the McKinsey Award, “Managing Middlescence” (March 2006), “What It Means to Work Here,” (March 2007), and “Eight Ways to Build Collaborative Teams,” (November 2007), as well as the book Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, published by Harvard Business School Press (2006). She has also co-authored an MIT Sloan Management Review article, “Bridging Faultlines in Diverse Teams,” (Summer 2007). She also authored one of Harvard Business Review’s Breakthrough Ideas for 2008, “Task, Not Time,” (February 2008). Ms. Erickson is currently writing a trilogy of books on how individuals in specific generations can excel in today’s workplace. Her first, Retire Retirement: Career Strategies for the Boomer Generation was released earlier this year. Plugged In: The Generation Y Guide to Thriving at Work will be available in the fall of 2008. The third, for Generation X, will be available next year. Her blog “Across the Ages” is featured weekly on HBSP Online - discussionleader.hbsp.com/erickson The research initiatives she and colleagues have undertaken include Demography is De$tiny, exploring the implications of current demographic changes on human resource practices, and The New Employee/Employer Equation, developing new and powerful approaches to increasing employee engagement through segmentation. Her most recent research, Cooperative Advantage, done in collaboration with a team at London Business School, explored the working practices of over 50 teams in 15 multi-nationals, representing the most extensive academically-grounded study of industry-based team working ever conducted. She is also a respected authority on technology and its implications for business and coauthor of the book Third Generation R&D: Managing the Link to Corporate Strategy, a widely accepted guide to making technology investments and managing innovative organizations. Tamara is a former member of the Board of Directors of PerkinElmer, Inc., a Fortune 500 company competing in advanced technology markets, and a former member of the Board of Directors of Allergan, Inc., and also holds a Bachelor of Arts degree in Biological Sciences from the University of Chicago and a MBA from the Harvard Graduate School of Business Administration where she was the recipient of the James Thomas Chirurg Fellowship. For more information on The Onrec.com Online Recruitment Conference and Expo 2008, contact Keith Halloran at Keith@Onrec.com or visit: www.onrec.com/expo2008 To register for Onrec.com Expo 2008, at a $100 discount, use this code: Xc3s9L (case sensitive) and register at: https://www.cteusa.com/onrec3 www.onrec.com/expo2008…; Added by RD Whitney at 7:49am on August 14, 2008