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Tips for Recruiters
Table of Contents
Strategy & Tactics
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Make Placements --
FAST!
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Voice Mail &
E-mail: Eight Simple Rules
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Job Orders --
Better, Faster, Smarter
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How to Switch Desk Specialties
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Who Makes the Most
Money?
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Retainers: Look
Before You Leap
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How to Add Value, Not Redundancy
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Intelligent Online
Recruiting
Skill Building
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Counteroffers: Can You Spot the
Signs?
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Resume Makeovers: Quick Tips
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Is There a MAGIC to Closing?
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Finding the Right Recruiting Script
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Storyboarding for Maximum Impact
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How to Stimulate Candidate Referrals
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Expand the Supply of Candidates
Candidate Management
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Playing Softball
with Your Candidates?
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The Power of Interview Preparation
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Control: The Key to Recruiter Success
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How to Fight the Counteroffer Bug
Employer Relationships
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You’re Worth the Money You Charge!
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Negotiate for Higher Recruiting Fees
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Anti-Discount Tactics for Recruiters
For Candidates &
Employers
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Graceful Exits for Job-Changers
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Advice for Engineering Candidates
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What’s Your Capture Strategy?
Q & A
for Recruiters
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Answers
to Your E-mail Questions
Bill Radin answers letters from recruiters around the world.
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Counteroffers: Can You
Spot the Warning Signs?
By Bill Radin
For
a recruiter, no disaster compares to an accepted counteroffer. In fact,
I’d be willing to bet that most of us would rather suffer a year’s
worth of phone rejection than face those four fateful words, “I’ve
changed my mind.”
To protect your investment in time, money and client goodwill, it makes
sense to closely monitor the entire placement process. If you discover
that your candidate lacks sufficient motivation to make a job change—or
is using your client’s job as career leverage—you
should immediately place the deal on a heightened state of alert.
Remember that even a clean, properly vetted candidate can catch you by
surprise and jilt an otherwise “perfect” marriage. To protect
against a counteroffer that may be bubbling beneath the surface, look
for these common warning signs:
1. Delays or interruptions. If the candidate breaks the
interviewing cycle in midstream (as evidenced by persistent rescheduling
or unavailability), it could indicate a renewed affection for his
current employer.
2. Prolonged indecision. A passive-aggressive candidate who takes
forever to make up his mind—or
constantly needs more information—never
wanted the job in the first place.
3. Inappropriate consultations. When a candidate discusses your
client’s job with a workplace peer (or worse, a supervisor), it’s a
sure sign he’s angling for a counteroffer.
4. Surprise reviews. It’s funny how quickly a candidate’s
boss will fork over a raise, especially when the candidate telegraphs
that he’s looking around.
5. Mixed-message resignation letters. Always review a draft of
the “goodbye” letter, especially if you’re working with an
inexperienced or high-risk candidate; and strike any solicitous phrases
such as, “I hope there may be an opportunity here for me in the
future,” or, “This has been a difficult, heart-wrenching decision
for me.”
To win the war against counteroffers, vigilance and preparation are your
most powerful allies. If a deal begins to smell funny, I suggest you
close the candidate once and for all—or
find another candidate for the job. Otherwise, you could be in for a
rough ride, with little control over the outcome of your search.
--- Sample Resignation Letter ---
Dear (Supervisor):
This letter is to inform you that I will be resigning from (Company)
to pursue a new position with another company. My last date of
employment will be (Date). I will continue to support the
projects assigned to me until that time.
I have enjoyed working under your supervision, and I appreciate the
opportunity you have given me to apply my experience.
Sincerely,
(Candidate’s
name)
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