KCRecruiting

Preventing Counter Offers

Counter offers are career poison. As a recruiter it's paramount to know that. Even more important is how well potential hires know this. It's common for any good employee to get a counter offer when they leave their employer. No employer wants to lose a good resource or intellectual property and odds are they will offer a raise or promotion to prevent it. Odds are just as high that it won't fix the problem. Go ahead and google "Counter Offers". The articles are out there in spades, like this clip from TopCareers.

According to national surveys of employees that accept counter-offers, 50-80 percent voluntarily leave their employer within six months of accepting the counter-offer because of unkept promises. The majority of the balance of employees that accept counter-offers involuntarily leave their current employers within twelve months of accepting the counter-offer (terminated, fired, laid off, etc.).

Recruiters do themselves and their recruits a disservice if this isn't made very clear from the start. The worst thing in the world is to have a recruit accept a counter offer, then call back three months later to look again. Chances are they've burned a bridge and lost an opportunity.

Social Media Workshop For Recruiters

I'm hosting another webinar on the use of Web 2.0 Tools for recruiters.

These are the atypical uses of Web 2.0 softwares to find and connect with candidates and clients.  It's unlike anything you've seen or heard.  The goal is to give you something you can do in just 5 minutes a day to find more people.

Simple tools, big results.  From the Social Media Headhunter series.

Handling a Stressed Recruit

A recent post over at JibberJobber is debating the value in taking breaks from the job hunt. Some of the more interesting points are found in comments such as this:

"I have found spending many hours sending resumes and filling out applications to be mostly a waste of time. The more time I spend, the more stressed I feel, and the more desperate I probably come across to people."

This is a dangerous point of view and all too common especially with passive recruits. If a prospect feels they need a break and can't handle the stress of searching, make it easy for them. Take the extra time to take them to a casual lunch in a neutral environment and resist the urge to send them 5 emails a day. It's not worth burning out a good prospect that doesn't have time to go by your office, reformat their resume and take your 5 part online whatchamajig assessment. Slow down big fella, "need a break" is just code for "need some space".

New Twitter Tool Gives Recruiters the Edge

A new Twitter tool has been released for recruiters that you should know about. TwitHire is a way to pack a job posting into 140 characters and get it on the net fast and free.

        "Our goal is to help employers promote job opportunities and reach out to candidates by simply tweeting."

Twitter is a quick and dirty way to build your brand as a recruiter as well as keep a pulse on your local market and what's effecting it. News hits there almost real time, giving you a competitive edge. If you're not using it as part of your recruiting arsenal you're missing out. Combining Twitter with Twithire for a little extra exposure should prove even more fruitful.