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Free Tips for Recruiters

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Tips for Recruiters
Table of Contents


Strategy & Tactics
w Make Placements -- FAST!
w Voice Mail & E-mail: Eight Simple Rules
w Job Orders -- Better, Faster, Smarter
w How to Switch Desk Specialties
w Who Makes the Most Money?
w Retainers: Look Before You Leap
w How to Add Value, Not Redundancy
w Intelligent Online Recruiting


Skill Building
w Counteroffers: Can You Spot the Signs?
w Resume Makeovers: Quick Tips
w Is There a MAGIC to Closing?
w Finding the Right Recruiting Script
w Storyboarding for Maximum Impact
w How to Stimulate Candidate Referrals
w Expand the Supply of Candidates


Candidate Management
w Playing Softball with Your Candidates?
w The Power of Interview Preparation
w Control: The Key to Recruiter Success
w How to Fight the Counteroffer Bug


Employer Relationships
w You’re Worth the Money You Charge!
w Negotiate for Higher Recruiting Fees
w Anti-Discount Tactics for Recruiters


For Candidates & Employers
w Graceful Exits for Job-Changers
w Advice for Engineering Candidates
w What’s Your Capture Strategy?


Q & A for Recruiters
w Answers to Your E-mail Questions
Bill Radin answers letters from recruiters around the world.
 

How to Fight the Counteroffer Bug
By Bill Radin

A recruiter can fight the epidemic of counteroffers the same way a family doctor might handle a town ravaged by an infectious virus. That is, the candidates in your care should be tested, treated and protected against future outbreaks.

To diagnose counteroffer symptoms before they can kill a placement, test your candidates for the following:

• Motivation. Look for the underlying source of job dissatisfaction. If one can’t be found (or the motivation is simply money-related), you may be headed for trouble.

• History of past occurrences. A candidate who’s accepted a counteroffer at least once before might just do it again.

• Naiveté. First-time job-changers are especially vulnerable to counteroffers, and are less resistant to a current manager’s newfound appreciation.

Early detection and treatment of counteroffers are the key to a healthy search practice. While some candidates are naturally immune to a counteroffer attempt, others may be more susceptible, especially those who are fundamentally mismatched with the position you’re trying to fill. If you feel a candidate falls into the high-risk category, you may find it necessary to quarantine that person, so as not to infect your placement (or your client relationship).

An Ounce of Prevention

Of course, candidates respond differently to various forms of treatment. While some will embrace an explanation as to why an accepted counteroffer may be counterproductive in the long run, others will view your dire warnings with suspicion. An overly aggressive stance on the subject of counteroffers can sometimes backfire, in much the same way a parent’s repeated lectures about the evils of smoking or sex will cause a teenager to think, “Gee, if it’s really that bad, I guess I’d better try it!”

To protect the health and well-being of your deal after an offer has been accepted, carefully prepare each candidate for his or her resignation. By dispassionately previewing the coming storm, you can effectively diffuse the counteroffer attemptunless, of course, your candidate was angling for a raise or promotion all along.

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