Executing Recruiting, Executive Search, Hiring, Uncategorized

Negotiating An Offer Of Employment

The process of negotiating a job offer between the candidate and client can be one of the toughest tasks that a recruiter will face. One must balance what the candidate feels that they are worth in the market with the client’s budget and concern for internal equity. In many cases, both sides are fairly close, so the offer process goes pretty well and you have both a happy candidate and client. However, in some cases, the candidate may have an unrealistic impression of their worth in the marketplace or the client may not have a realistic idea of what the particular role should pay. In these cases, it is the role of an experienced recruiter to bring both parties to an agreement.

The job of an experienced recruiter is to help educate the candidate by speaking to actual marketplace knowledge of similar searches that you have done in that geographic region. In addition, the client may also offer a strong bonus and benefits package that may offset a base salary that may not meet expectations. The recruiter may also point out that the client offers a stronger career path than the current company does. The job of an experienced recruiter is to get the candidate to focus on the entire package that the client is offering.

At the same time that the recruiter is working to educate the candidate, a similar process may have to be done with the client. In many cases, the company is very concerned about internal equity and base their understanding of what to offer a candidate based on what employees are making in a similar role. However, if they have not hired for this particular role in awhile, the recruiter will need to educate them on the going market rate and what other clients are paying for similar roles. In the case of a client that has never hired a certain position in the past, the client needs to rely of the recruiter to guide them as to what the market is paying.

In the end, if both the candidate and client want the situation to work, an experienced recruiter can be the bridge to make the negotiation of the job offer successful for both parties.

Author
Mike Sweeny
Principal & Founder

MAS Recruiting
As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.
We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:
  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
Advertisements
Standard
Executing Recruiting, Executive Search, Hiring, Uncategorized

Employee Referral Programs-The Best Way to Hire Stars!

Now that the talent pool for certain roles (for example software engineers) is very tight, it is time to create or dust off your employee referral program if your company has not already done so.

For those who do not know, an employee referral program is a program, where employees recommend qualified friends, relatives or colleagues. Such a program can be an excellent source of candidates and eventually hires. For the employee whose recommendation leads to a hire, there will be various rewards.

Setting up a program is pretty easy. By researching the Internet, you will be able to find samples of guidelines used by other companies. Also, you will be able to find software that can help you administer and manage the program.Once your program is established, each company should make sure that the program provides enough incentive for your employees to want to participate. Referral awards should fall into the $1,000 to $5,000 per hire to make your employees hungry to make the referrals. In addition, it would be great for companies to set up two annual drawings at the end of the year; one for the pool of employees who had a successful referral hire and one for those employees who participated in the program but who did not have a hire. You should make the prizes substantial such a trips, iPads, etc. to encourage participation.

You will find a well-run employee referral program to be your most cost-effective hiring tool as well as the program that produces the highest quality hires.

So, turn your staff into a recruiting team and watch those tough to fill positions get filled!


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
Standard