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Jerry Land, CPC

Jerry Land, CPC, owns an organization that is hired by a selective group companies who want to grow and prosper by having a sales force made up of highly motivated and career driven professionals. These companies only hire overachievers who separate themselves from their peers due to their performance. They are the type of people who have obtained President's Club status, putting them in the top 15% of their company. He only works with quota-reliable sales reps, managers, & VPs. He is the headhunter who connects these game changers to companies who are not willing to hire second best. He can be emailed at JPLand@JPLand.net.

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Forward to Your Recruits: Why a Passive Candidate Should Take a Recruiter’s Call

by Aug 1, 2012, 6:17 am ET

The candidate is happy. They get a call from a recruiter. Why should they be open minded enough to have a conversation? Well, there are many advantages to discussing an opportunity even when they’re content where they are. Hopefully, this article gives you some insight on why it makes good career sense for the prospective candidate to be a little more open-minded when they get a recruiting call.

Yes, it’s information you already know. I wrote it so you can forward it to the prospect!  keep reading…

Attend More Interviews to Add Value to Recruiting

by Jul 18, 2007

Sitting in on interviews can be one of the most overlooked ways of adding value in the recruiting and hiring process. While this can be very time-consuming, whenever possible, the benefits are bountiful. The observations you encounter are very powerful and will allow you to make more placements.

Let’s face it: if a candidate is interviewing, we’ve done a great job up to this point of getting them there. But it’s what occurs in the interview that heavily influences whether the placement is going to happen.

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Interview Prep: Trying To Put Lipstick on A Pig?

by Feb 9, 2007

As a recruiter, if you really want to make an average candidate look superior to others, you can do so by giving them exact detailed instructions on what to say, how to act, and what to do in an interview. But in doing so, you are conducting risky business.

All too often, the candidate who interviews the best will end up getting the offer. Unfortunately, this means candidates who are better fits will be turned down. It’s good to educate your candidates about the situation as much as possible, but it can turn into a problem when the interview prep you provide gives your candidates an unfair competitive advantage or makes the candidates appear better than what they really are.

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How to Avoid a Candidate Accepting a Counteroffer

by May 23, 2006

Losing a candidate to a counteroffer is one of the worst things that can happen to a recruiter. Though the candidate will always do what he believes is in his best interest, our job is to educate him to make sure he understands the risks involved in accepting a new offer from a current employer. One of the biggest parts of helping defend against the counteroffer is what happens when the candidate gives notice. The way that I see it, if you can discourage an employer from even giving the candidate a counter, there’s no way the candidate will accept one. Giving notice can be the most emotional time for a candidate. The pressure that the current employer may put on someone, as well as second-guessing by the candidate, may take a toll. The easier that you can make this, and the more that you can reduce stress for the candidate, the better. Here’s what I tell candidates:

“I’m not concerned that you will accept a counteroffer (you don’t want the candidate to think that you don’t trust them). I just want to make this transition as painless as possible. The way that we do this is through the process of giving notice. The best advice that I can give you is to be very brief when you give notice. If it were me, I’d say, ‘I have accepted another position outside the company. My start date is _____________, so I’m happy to work out my two weeks’ notice. Under no conditions will I accept a counteroffer.’ You do not have to tell your current employer where you are going or what the job is. I strongly suggest that you do not give them any clue about your new compensation package. They will ask you a hundred questions; you do not have to answer a single one. All that’s important is that you are leaving. You don’t want to burn any bridges, so I’d just say that your new employer has asked you to keep this information confidential. Just have a matter-of-fact style and appreciate why they want to know this information (so they can use it to counteroffer you). The less information you give them, the easier this will be. When talking to your current employer, you can add positive things such as, ‘I have had a wonderful experience at this company, and am happy to have had the opportunity to work with you, but the time has come for me to move on.’ But be firm. If you show any kind of weakness or uncertainty in your voice or actions, your current employer will smell it. Most managers have been professionally trained on how to counteroffer employees. Your boss is going to be shocked that you have accepted another position and that you are leaving. The first thing that will go through your boss’ mind is how your leaving will have an impact on him or her. He or she may have to work more hours until a replacement is found; your leaving will lower the morale of the rest of the staff, and your boss may have an extremely difficult time finding someone with your qualifications to replace you. It is much easier and cheaper for your company and boss to try to keep you rather than losing you (especially if it’s to a competitor).

Expect your boss’ boss to get involved as well. Don’t be surprised if both offer to take you out to lunch or dinner. They are going to give you all the attention in the world. Expect a counteroffer. Most counteroffers that I have seen have been anywhere from a 20% to 35% increase in earnings. Enticing, isn’t it? But why weren’t you worth that much to them yesterday? Does it take you leaving to get something you should have been getting anyway? If so, is that the type of company you want to work for? Keep in mind that counteroffers come in many other forms than just an increase in compensation. Promotions are also ways for getting employees to stay.

Once you give notice, you are essentially breaking a trust that you had with your employer. If you are countered and stay, your company may feel that it owns you. You will be known as the one who caused your employer grief by threatening to quit. You’ll no longer be known as a loyal employee. Will this cause your boss to pass you over on the next possible promotion? I’ve heard of stories where companies only counter to get the employee to stay until they find a replacement and then let the employee go. Some companies feel that it’s better for people to leave on their terms instead of their employees’ terms. I promise you that in any research you do on counteroffers, you will not find anything that ever says, ‘Take the counteroffer.’ Please research this on your own, and if you do happen to find anything to the contrary, please let me know.”

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