Volume 6
Employment Essentials Volume 6: What is the best approach to giving feedback and encouraging continuous improvement with your recruiter?
Are you working with recruiters and not getting the relevant talent you are looking for? Having to rely on a recruiter to produce candidates for your position can be a big ask with a lot of uncertainty but there are a few things you can do on your end to steer the search in the right direction.
Consider how rockets and airplanes arrive to their destination despite the hurdles along the way. These aircrafts employ a technique called “Trajectory Correction Maneuvers” or TCM’s to constantly make minor changes in the aircrafts flight path.
While no “search” mission is perfect, todays Masterclass Monday teaches you the THREE KEY elements in helping you “Course Correct” your search!
Before we talk about feedback and how to continuously improve, it is important to first have Clear Expectations.
Whether you are working with an internal recruiter, or a recruiting firm, it is difficult to give them feedback if you don’t have specific metrics as to what a good candidate looks like for your position.
Is your job description accurate?
You may come to find that your JD does not accurately represent what your hiring manager is looking for or needs. Ensure you connect with the hiring manager and align what the department needs to what is on paper. This includes your job title; you want to capture the essence of the job and attract relevant talent.
Is your pay comparable to what you are looking for?
You may be able to find the right talent but if the pay doesn’t match what the market is paying for similar jobs and industries, that process won't get very far. Revisit your budget if needed and consider the cost of NOT having the workload being done and the costs associated with that.
Are you clear on your non-negotiables?
What can those items be? It can range from anything from technical aspects of the job, company culture, or workload demands, etc. The clearer you can be on those items, the better the recruiter can weed out candidates that don’t match your criteria.
Now that we know what we are looking for, how can you provide better feedback to further refine any future searches? Below are three key elements to concise, useful feedback.
Specificity: The days of “I just wasn’t feeling it” or “it’s something about them” isn’t going to cut it.
If you are looking for better talent the next round, be specific!
Was it something they said? Or didn’t say?
What specific item or moment disqualified the candidate?
Objectivity: Although the candidate may have relevant experience, it still may not line up with your expectations or work demands. Provide specific examples where the candidate indicated they cannot perform the job as required.
Example: This candidate is accustomed to processing no more than 250 invoices weekly. We need someone who can process 500+.
Timeliness: Providing timely feedback allows the recruiter to provide the candidate immediate feedback so that they may continue their job search elsewhere, and preserving a good reputation for both your company, and the recruiter.
More importantly, the sooner the recruiter knows how to improve, the sooner they can get back to making more calls to candidates that match your job description, pay range, non-negotiables, and culture!
At FLAG, we are committed to embodying these best practices to ensure our clients enjoy a world-class interviewing and onboarding experience.
Our focus is on educating and empowering our clients with the best recruiting practices, enabling them to achieve their business milestones more effectively.
Connect with a FLAG representative today to experience the difference and get back to business!
Cheers to your Success!
#WESTANDFORYOU
Employee Insights Volume 6
Have you ever wondered why despite your qualifications and experience, getting to the negotiation stage feels like an uphill battle? How do you navigate the complex journey between job application to that crucial moment where you can truly advocate for yourself?
While challenging, negotiations are something not only you can overcome, but look forward to when interviewing for your next opportunity.
Today’s Masterclass Monday gets you ready with a few tips you can incorporate at your next negotiation.
First things first, before discussing your next salary, consider the following items to better prepare yourself for that conversation.
What is the approved salary?
If you are aware of what the approved salary is, consider most companies will put you into that spectrum with the lower pay being set aside for more entry level candidates and the higher end being set aside for what they consider the best talent (where would you stand?). This is likely also the approved budget and asking rates above that pay may not be considered.
How competitive is your work experience?
To be considered a top pick for your position, companies will evaluate the following four criteria. Your tenure, how long do you typically stay at a company? Can they expect you to make a long-term commitment, or leave within a short time? Your relevancy to their industry, how familiar are you with what the company does, how they operate, what kind of equipment they work with, what regulatory agencies they work with, etc.? Lastly, your work progression, are you moving forward in your career? Are you learning new skills or are you jumping around from industry to industry? Lastly, how high in demand is your particular skillset? If there is not a high supply of professionals with your skills, the higher in demand you will be.
What salary would you need to move forward?
The goal of a negotiation does not have to be an exact number. Rather, what do I need to confidently move forward? Be clear as to what that number looks like; you might get an offer that may not be your asking price but is still competitive and meet your needs.
Consider the whole package.
Be sure to understand what other benefits the company offers that also add to your quality of life. Some companies offer great health benefits, training, growth opportunities, awards & recognition that doesn’t necessarily reflect on your paycheck but will still help your overall experience and growth.
With all that under your belt, lets walk into that negotiation and explore your options to get a win!
Relevant Certifications
If you have any relevant certifications, be sure to add them to your resume or bring them up while mentioning your desired pay rate. These certifications speak to an investment of ours, a high level of competency, best practices, order of operation, and standards of excellence.
Documented Achievements/Projects
While interviewing, respond to questions with examples and highlights of opportunities you received to grow revenue, cost savings, process improvements etc. Be sure you can provide actual numbers and percentages of the impact you’ve had. In other words, the company makes more money by hiring you despite your asking price.
Strong References/ Performance Reviews
Having someone else verify your ability to produce results adds an extra layer of confidence to your potential employer while considering an offer for you. Written performance reviews can also showcase a company written proof of management speaking highly of you and potentially doing the same for them.
Written Job Offers
While interviewing, you may get an offer at a similarly competitive pay, yet would still consider another place of employment as your employer of choice, you may let them know you are also in demand by other employers and need to make a decision soon. The other offer may help you get a quicker response with a potential bump in pay.
Be Confident!
Your personal demeanor is often overlooked yet highly underestimated in importance! Displaying confidence in your interview and negotiation shows congruency and firmness. If you don’t, you may give the impression that you are not 100% set on your asking price and will likely see a counteroffer.
As you prepare for your next negotiation, embrace the opportunity with confidence, equipped with research and a clear understanding of your value. Negotiating is not about reaching an agreement; it is about creating a partnership that recognizes your contributions and potential. Keep an open mind and let your professionalism lead you to a mutually beneficial outcome.
#WESTANDFORYOU