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Your clients want you to be a better consultant

A Recruitment Consultant is not simply an agent, or a person in the middle who co-ordinates things. While this is part of your role, the bit to focus on is that you are a Consultant – clients will use you and pay for your services because you are acting in a consultative capacity to them.

You have access to information that your clients need, including:

  • Market rates for salaries;
  • Which jobs are most in demand;
  • What the competition is doing to attract and retain staff;
  • What it will take for them to secure the candidate they want;
  • How they can improve their interview techniques;
  • What candidates think of their staff and offices.

When it comes to what candidates are earning in your industry, and what clients are willing to pay, you are the expert in this field – not your client. You may not feel like an expert at this stage, but the more you get to know your market sector the more your knowledge in this area will grow.

The most important thing is to trust your intuition and not be afraid to disagree with your client. This is not to say that you should be argumentative, but as a Consultant you will sometimes need to explain to your client that they have made a mistake. This should always be done diplomatically, sensitively, and backed up by facts. This can be a great tool for building a trusting relationship with your client too. The balance of power in your relationship is even – you are a Consultant to your client on an equal footing.

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Posted by on May 28, 2011 in recruitment

 

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How to make the Most Effective Offer to a candidate

How to make the Most Effective Offer to a candidate

 

As hiring continues to pick up more offers are going to be turned down and some of the turn-downs can be avoided.  We find that companies make some simple mistakes in how they present an offer to a candidate.  I have run my own staffing firm for a number of years and have been a part of thousands of offers.  What I see is that companies or their representatives don’t spend enough time presenting the offers to the candidates.  Here’s what I mean:

When presenting an offer to a candidate, the Manager, Human Resources representative or the Agency needs to present a comprehensive offer to the candidate covering all of the following:

Title, Start Date, Base Salary, Bonus, Review Schedule, Working Hours, Flexible hours, Medical, Dental, Vision, Long and Short term disability, the out-of-pocket expense for the candidate to cover him/herself, family, etc, 401 K Plan or Pension Plan, Stock Options, Strike Price, Vacation Days, Personal Days, Sick Days, how they are accrued, roll-over policy, who they will be directly reporting to, Day # 1 instructions: when, where and what to bring, take their time to explain the other pre-start checks such as reference and background checks, drug tests, criminal, educational verification, and proof of employment.

This should be done on the phone or in person if the candidate is still at the company following the final interview.  Then, the company should immediately send out their offer letter electronically.  The offer letter should also have an expiration date, so the candidate has a date that they need to respond to the offer by.

Bottom line is people rush the actual offer presentation stage and don’t take the time to effectively explain the entire offer, and some also forget that an offer is much more that just the Base Salary.

If you would like to talk further, please contact me @AdamFinch1 or adam@Strategic-Staffing.com

 
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Posted by on May 24, 2011 in Uncategorized

 

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