TempExperts’ Post

The most important thing to understand about the #job search is that by the time you get an offer, an employer wants you. The #hiring team has seen dozens or hundreds of résumés. They've spent hours interviewing several people. They've discussed, even argued over, the last couple of #candidates and decided on you. They're now invested in you. As you're thinking about how cool it would be to have the job, they're thinking about how great it will be to fill the job. You should use that to your advantage. https://lnkd.in/eYzJ-uaC

📢 Please do not allow yourself to feel pressured by a Recruiter! One of the things that we pride ourselves on at Employment Specialists Ltd is our genuine care for what is best for our Candidates. It is not in our benefit to "push" someone into taking a new role, it has to feel right and I will always tell my candidates that I will support them whatever decision they make. Sadly this month I have dealt with at least 5 people who have been told by separate Recruiters that if they do not come back by the end of the day (on the day of the offer being made) the offer will be retracted.... THIS IS SIMPLY NOT TRUE! You are well within your rights to take the time to think a decision of a job offer through, it is about managing expectations and communicating with the Recruiter or Hiring Manager. If that pressure is coming from the hirer themselves then I would be questioning why this is their stance on it and it would possibly raise a red flag for me. #recruitment #joboffer #insurancerecruitment

I think most recruiters approach offer negotiations the wrong way (especially if a candidate has a competing offer). The approach most take is to focus doing anything to "land" or "close" the candidate. Why? Because it would end the search and be less work for the recruiter. However, these are serious decisions that will change the lives of executives, their families, and the people they lead. I start every offer negotiation the same way by saying "I'm not here to sell you on our opportunity. I'm here to figure out if this is the right package and company for you and your family. If not, then I'm more than happy to tell you to take another offer." I know that the near-term pain of not potentially "closing" that candidate is far less than the longer term pain of that person making the wrong choice.

[Don’t ignore the recruiter instead build a good relationship with them] Even though you’re not accepting the job offer given. Please don’t ignore them, you can build a good relationship with them. Perhaps you don’t need it for now but who knows how the future will be? Or please recommend someone else. Your help is valuable for them who are in need. #recruiter #talentacquisition #recruiterlife #talentacquisition

Stop giving candidates only up to 48h to reply to offers. Considering the time they spent interviewing and preparing for your process, it’s unfair. And they might also have other opportunities waiting, making you look like you’re trying to lock them in place. If the candidate wants to join your company, they will. A time restriction won’t change that. Allowing them more time to make a life-altering decision will make you look considerate and empathetic, so even if the candidate you wanted doesn’t accept the offer, maybe one of their friends will 😉 #candidateexperience #employerbranding

Recruiters don't get paid for getting their candidates job offers. The client is happy, the candidate is happy and the recruiter is happy when an offer is made and ACCEPTED. 💥 It sounds banal, but recruiters often make the most basic blunders working with candidates who are not placeable or less likely to be placeable. My definition of a placeable candidate is 👇 "A candidate with the skills, experience and presentation to likely get them a reasonable offer from a client - yes, we get that - but who ALSO has the motivation, commitment and incentive to accept it" from "Greg Savage, Recruit the Savage Way" ( page 141 to be precise!) WARNING: BLATANT ADVERT BELOW 😉 Want a "quick 10 /15 minute chat to tell us what you're looking for?" Not us. Time spent getting to know your 'moments of truth' , identifying your lurking barriers and uncovering your real motivators? That's us. #r2r #recruitmentcareers #doingitright

"How to Make a Job Offer: What Recruiting Clients Must Know" . . . The offer stage of the #hiring process is incredibly important, and because of that, this is what recruiting clients must know! http://ow.ly/Wpcg50OECjh #ExecutiveSearch #Recruitment #Staffing #Recruiting #TalentAcquisition #Recruiters

As a recruiter, I often advise candidates on the potential pros and cons of accepting a counter offer from their current employer. On one hand, a counter offer may come with a higher salary or additional benefits, which can be tempting for individuals considering a job offer elsewhere. However, it's important to consider the potential downsides, such as strained relationships with the current employer, a lack of long-term career growth, and a potential lack of trust from the new employer. It's crucial for candidates to carefully weigh these factors before making a decision. Ultimately, accepting a counter offer should be a carefully considered decision that aligns with a candidate's long-term career goals and values. It's important for individuals to have open and honest conversations with both their current and potential employers to ensure they are making the best decision for their future. As a recruiter, I always encourage candidates to carefully consider all aspects of a counter offer before making a final decision. #CareerDecisions #JobOffers #RecruitmentAdvice 🤔💼🔍

⚠ 5 reasons candidates reject offers ⚠ Hiring managers - are you surprised when your offer gets rejected? Here are 5 common reasons WHY candidates choose to accept an offer presented to you. Would be interested to know if I have missed anything? #joboffer #offerrejection #recruitment

Time is essential when hiring ! Even if an offer has been accepted, the longer the wait, the more time they have for doubt to creep in, to forget the excitement they felt about the role., or for another company to approach them with a more attractive offer. What's the work around ? 🔹 Have a clear process and be clear to candidate about what it looks like. If you have multiple checks to do ,incorporate them into a single stage to streamline things. 🔹 Give them timeframes and aim to reduce waiting time for decisions. 🔹 The longer you tell them if they're successful , the lesser valued they'll feel. Note : Not all candidates shop for offers, there are loyal ones too :) #recruitment #headhunting #candidateengagement #recruitmentstrategies #decisionmaking #hiringtips #itrecruitment #ithiringtips