23 Sep 09 Are The Best Job Candidates Getting Away ?

All firms of all sizes in all areas of business want the best candidates for the jobs they have available. However, in recent years, the employee-candidate paradigm has been reversed. Because of a shortage of talented candidates, there is more competition between companies for the talent that is available. So, rather than the job candidate having to sell him or herself to the company, the Hiring Manager’s responsibility is to “sell” the quality, financial stability, and advancement opportunities of the company to the candidate.

It is now essential that firms revise their recruiting procedures and do not let the best candidates get away. Some simple adjustments should be enough for your company to stop those high quality candidates from going elsewhere.

Quick Response
Once you decide to fill a position, be committed to that decision and make hiring decisions quickly. View the hiring process like a project and ensure you meet your goal of hiring the “best candidate” in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc., send a message to the candidate about the company’s lack of focus. If you wait two weeks following an interview to make an offer, your ideal candidate may have already accepted a job offer from elsewhere - even from one of your competitors.

Streamline the Hiring Process
Do you really need second and third interviews ? If you ensure that all the participants in the hiring process are available for the first interview, then decisions can be made quickly and effectively, ensuring that your firm has a better chance of recruiting the top talent.

If You Want The Best…
If you want the best…then you will need to pay the best. It may not be what most companies want to hear but it happens to be true. Don’t misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position; don’t play games with lower than market rate offers.

Keep abreast of changing salary scales, and price your jobs competitively. If you don’t know what the current market rate is, hire a recruiter who does and who can advise on all aspects of the recruiting process.

Get The Right Help
Bringing a professional recruiter in at an early stage will help prepare your company for the hiring process. A top-notch recruiter will ask the right questions to help you identify your company’s needs and will also help you identify human attributes (personality, communication skills, corporate culture, etc.) that the “right” candidate should possess, including “must-have” attributes and “preferred” attributes.

Choose a recruiter to work long term and they will soon be attuned to the exact needs and requirements of your company. Include the recruiter on your company’s hiring team. A preferred recruiter is very helpful in structuring job descriptions so they stand out. And finding the recruiting angle that will draw superstars and in presenting the job offer to the candidate so it will be accepted. In addition to recruiting top talent, good recruiters possess skills to help candidates evaluate and accept good offers. This “third-party-input” to the candidate during the decision is critical to avoiding turn down and defusing counter offers.

With a streamlined recruiting procedure and the right approach to the top candidates, your firm will be one of those getting the best talent while your competitors are still wondering how that perfect candidate managed to get away.

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18 Feb 09 How To Negotiate A Better Salary - The Inside Story

Congratulations!  The hard work you have put into your job search has paid off.  You now have a job offer on the table and are excited about the opportunities that this position presents.  There is just one thing that is troubling you: the offered salary.

It is not unusual for the final part of the job search process to involve salary negotiation, but this conversation can cause even the most seasoned professionals to break into a sweat.  A basic understanding of the negotiation process and methods to make salary negotiations go smoothly, though, will serve to both alleviate your anxiety and improve your negotiating effectiveness.

The key is to evaluate your qualifications and determine what your skills are worth in the current employment market.  Ideally, you should begin research salary ranges before you even begin the job search process.  To determine your approximate market worth, you can contact any one of the following sources:

–Professional associations or journals in your field

–Your state labor office

–U.S. Bureau of Labor Statistics

–Career Centers
You may also conduct a search of salary ranges on the internet to determine what companies are paying professionals with your background.  Keep in mind that salaries range depending on a number of factors including years of professional experience, education, industry, geographic location, number of employees, and benefits.  In order to get your estimated worth as accurate as possible, you will need to consider these factors.

Once you have done your research, you can now enter the salary negotiation process with a firm understanding of the value of your skills in the marketplace 

It’s important to approach the negotiation in a professional manner and for both you and the employer to maintain the mutual respect and trust that you have enjoyed throughout the hiring process.  After all, if the negotiation works out, you will be working for the company, so don’t burn any bridges before you start orientation.

A couple of key tips:

–Do not personalize conflict. It is important to remember that you and the employer have different interests and that negotiation is a give-and-take process.

–Always be tactful and diplomatic.

–Persuade rather than coerce.

–Establish a common ground for agreement.

–Remain objective and focused on your priorities.

–Clearly describe the benefits of your proposal.

–Be persistent, but know when to let go and when to walk away.

Finally, be flexible in your negotiations.  If you sense that an employer is making you the best possible offer based on available financial resources, considering negotiating for a better benefits package as an alternative.

In conclusion, by taking a close look at your unique skills and understanding their value in the current market, you are better prepared to approaching salary negotiation as a mutually beneficial discussion between you and the employer.  Such an attitude will not only allow you to maintain your professionalism, but will greatly increase the likelihood that your negotiations will be a success.

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