till be there once the recovery clicks into gear. Who actually signed the truce in the War for Talent, and do Recruiters get a holiday for it?
Most businesses should experience growth in a bubble, and most agencies are reliant on their clients growth for their growth, and as a service industry it makes sense for it to happen that way.
Technical Recruiters have an advantage in this market, we've been through it recently, I'm not sure other industries have experienced such a hit in generational memory. I know of a number of companies who have been around for a while who have begun to focus on the clients of those companies who were formed in the last few years, ie set up in the good times, and focused on their clients with the idea being, "Dear Mr client, you may be nervous with company X there, as their financials haven't been that strong, rest assured if they fall over, we will be here to help you through any issues you'll have".…
by the questions I was expected to answer! It's also important to note that formulated, cheesey answers are BAD. So if an interviewer asks, "What are 2 or 3 of your weaknesses as an employee?" You should never answer: "Well, I just work so hard I don't give myself a break!" CHEESEY! Employers can see right through that! Seriously sit and think of your weaknesses in your job performance. Maybe you're not a good phone person, maybe you're not good at giving presentations b/c you get nervous. Employers want to know so they know if they can work with and around your weaknesses or not!
I don't know how to bring this information to candidates besides telling them one-by-one! Haha. There are plenty of job seeker resources out there. I think a blog on your company website is a good tool also!…
out in the crowd of others who are as equally talented. They mostly give the canned answers that they've either read are "good" answers, or they are nervous and therefore don't think quickly on their feet, or they just can't bring their personal dynamic into the interview which leaves the interviewer flat. Therefore, they should notate those items ahead of time as memory joggers and cheat sheets so as to not forget their key successes, hence they'll be more at ease and their true personality will come forward.
I can't tell you how many times we've passed on perfectly qualified candidates who left us dry because they couldn't get beyond their nerves/lack of preparation/or ability to think quickly to relay a success or accomplishment that truly made them stand out. At the end of the day it's not just a skill set we're hiring, but an interpersonal literacy that is just as important, if not more important.
heir own experiences which often engender bad feelings.
I do alter my style a bit as a recruiter depending who I'm talking with and if a type "A" or "B" personality. I do speak differently when first speaking with women than I do men as they generally react quite differently when "cold" recruited, which I now presume when contacting. For me, I'd much rather try to recruit men
But my basic style is the same--I'm just more aggressive and inquisitive in my job than I am in person as I realize as a recruiter sometimes my performing my role in a quest for effectiveness/success can make people nervous or uncomfortable. In my personal life I'd back off long before crossing that road.
t if they are offered one it is because their value is finally recognized. When one recruiter tells the pitfalls of a accepting a counter offer; and the spouse/ friends/family talks about the possibilities of upping that offer -what do you think your candidate will do?
Also, two things have changed in corporate America. Employers are now open to rehiring ex-employees and employees no longer see an employer as long term job security.
That said, I believe that it is more effective today to prep the candidate to expect a counter offer, how to manage the counter offer process; with objectives of not the burning the bridge for returning to that employer in the future.
If this is done before an offer is extended, you will have a more confident candidate submitting a letter of resignation instead of a scared nervous and timid one. Which is the fuel for counter offers.