Search Results - realistic

Blog Post: Stop Job Search Failure Before it Starts: Experiencing failure can be one of the most difficult parts of a job search for candidates and recruiters alike. For candidates, finding out that you were turned away from a job because you do…; Added by Caitlin Wells at 7:25pm on July 12, 2011

Blog Post: New Year's Resolutions: We all set them. And most of the time, fail miserably. That's because we focus on the grandiose versus aiming for the realistic. When you think about what 2008 will bring for your organization,…; Added by Catherine Horgan at 4:40pm on January 4, 2008

Comment on: Blog Post 'Wednesday Wisdom: Hiring Manager Smack Down. Justified, or just crazy?': wouldn't mind giving a nice smack down to! But overall, I look at these situations as great learning opportunities for myself- to better effectively communicate with different people, set realistic expectations for folks, and establish boundaries as a Recruiting Professional. We are certainly a value added role in the hiring process and sometimes folks need to be reminded of that and respect our role in the process. When I'm dealing with a high maintenance hiring manager, I try to take a step back, breath, and practice patience because ultimately I'm taking the higher road in communication and respect for my role and I'll push back when needed, (nicely of course) because to me, it's not worth fueling (I like to envision poking at the fire logs in the fire:) the fire or the two year old with the tantrum. I completely agree with the "help me help you approach" and hope that my managers ultimately "get it." Unfortunately, throughout our daily lives and professional lives, we'll encounter these folks and we can truly learn from them! Cheers and good luck!…; Added by Yardley at 10:41am on April 2, 2008

Comment on: Topic 'Would you try and place an HR Director/Internal Recruiter Who Eliminates Recrui…': ruiters if they can't fill the job themselves. Ten percent may be a more realistic number. Have you ever noticed that a lot of bloggers have a great deal to say about third party recruiting, yet know little about it? It's easy to tell who actually works a desk and makes a living as a recruiter. Recruiters will never be eliminated. Never. The internet was supposed to eliminate third party recruiters. Hasn't happened. Now social networks are supposed to do the same thing. Never happen. It's easy to hire unemployed people. It's difficult to move someone out of a job they already have. It doesn't matter if we use the internet, networks, or smoke signals, as long as jobs become more complicated, and as long as technology continues to change at a rapid rate, there will be third party recruiters. The working passive candidate is not answering ads, reaching out on Facebook, or posting his resume on line. He is, just like he has been since the beginning of the profession, too busy working, or too high profile.…; Added by Barbara Goldman at 12:07pm on July 22, 2011

Blog Post: Where to start with a recruitment business plan

You’ll be pleased to hear that in my experience a…

Added by Rhys Jones at 6:05am on June 12, 2023

Topic: How and When to Discuss Salary with Your Candidate: and would never ask “What would it take” etc. That really puts them in a position of thinking the client wants to “buy” them – so “name your price”. That is a far cry from the real topic. When I discuss salary (beyond my initial/pre-interview screening “what is your current salary”) it is only after I have walked through their entire career – learning about their salary history from one job to the next. I have already seen their track record of salary increases, etc. By that time I have seen them go from one job to the next and learned what their salary changes were each time. I then know what they have done in real life. After I know them, their career, their goals – and had them describe the kind of opportunity that fits their career path – I then approach the specific salary discussion. “OK. Great. I’ve got a pretty good understanding of the type of role we’re looking for. If I can find an opportunity that provides what you are looking for – what would be your thoughts on a lateral salary move?” and then I just shut up……..don’t say a word………. If they say “I need at least XX amount (far above their current) my reply is always: “So then, salary is the main reason for your interest in a change?” At this point the conversation is going to go one of two directions. If their answer is: Yes – then I suggest the best way to achieve that goal is simply let it be known they’ve been hearing about jobs, or interviewing, etc. and hopefully they can get a counter offer. You see – if $$ is the main reason for a change – that person has a VERY HIGH probability of a counter offer acceptance. I will also mention that if a company is expected to invest in your career development most likely they would not offer a giant $$ increase to join their team. In my opinion – training is money. I let them know I find it interesting that people spend 50K + on their degree HOPING they will find a job in their field. When the prospect of a better position comes along with real hands-on/current technology to be gained – they expect a huge raise? I suggest it may be time to invest just a bit more for actual PROFESSIONAL AND CAREER GROWTH – by way of a lateral salary move – or even a slightly lower salary. But more often their answer will be along these lines – “No. Salary is not my only reason for wanting to move. I just want the best offer I can get”. This is more realistic. I’ll let them know I have the very same goal. Once we’re back on the same page – I find often times they’re simply in need of some guidance. I let them know most cases involve a “reasonable” increase – say, 3-5% – but that our real goal should be to find the best career move. In most cases we then discuss a more realistic salary expectation and keep moving ahead. This is how I work. Originally posted on my personal blog - JerryTheRecruiter…; Added by Jerry Albright at 10:34am on December 4, 2009

Blog Post: You get what you pay for...: These last few weeks have been a rollercoaster – as a Head Huntress and as an American. Wall Street is in shambles, our bailout didn’t really do any bailing out, unemployment is going up, our…; Added by Kelly Moeller at 1:03pm on October 10, 2008

Blog Post: Metrics Schmetrics... How do I really know if my search is on track?: I had a client ask today about metrics. How do we know if…; Added by Kristina McDougall at 11:55am on February 1, 2012

Blog Post: Do You Know What You Are Looking For?: So often, I have people that are looking for a new job, network with me but they can’t tell me what kind of position they are seeking. Sometimes they only know they don’t want to do the same thing as…; Added by Harry Urschel at 1:07pm on October 22, 2009

Blog Post: Order Qualifying...Makes or Breaks Recruiters: When it comes to qualifying, there are 3 questions I live by. The first is "Why is this position open?" The second is "What are the details of the job?" And last, but certainly not least, "What…; Added by Zachary Sines at 12:17pm on December 27, 2011