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Anyone who has been recruiting for the last five-plus years has likely experienced the holiday candidate snatch-up. Most veteran recruiters understand that recruiting, unlike other professions, doesn’t take a break over the holidays as candidates and hiring managers are both unique and unpredictable.

Some hiring managers have an abundance of down time during this period, making it the perfect opportunity to interview and maybe even hire while a competitor is on vacation.

Though everyone needs some time off and has family obligations throughout the holiday, if prepared ahead of time, every recruiter has the opportunity to block an opponent snatcher, if not to be a snatcher themselves. Losing a candidate to another recruiter over the holidays can be avoided if certain precautions are set in place. keep reading…

bust of Socrates

I’ve always thought corporate recruiters could learn a lot from “headhunters” — not because I’m biased due to years spent in third-party recruitment (both as a recruiter and manager). It’s just that when I came to the “other side” I noticed one glaring weakness.

Corporate recruiters are very “process driven” and not very good, well, “hunters”; at least that tends to be the case for corporate recruiters newer to the profession. They get the procedures down quickly but they just haven’t been exposed to the world of recruiting and closing higher-level talent. More senior corporate recruiters, on average, have been exposed to both sides and may already use some of the principles I’ll discuss.

A few quick facts about recruiting top talent in the U.S. Currently in the U.S. unemployment is hovering around 8%, yet, more than 52% of employers (according to the Wall Street Journal) say they cannot fill their positions. How can this be? How can we have, in this economy, a jobs gap of nearly 4 million? keep reading…

(Editor’s note: With so many new ERE members coming on all the time, we thought that each week we’d republish one popular classic post. Here’s one, below.)

For the sake of this article I’m going to assume you know how to qualify your candidates regarding opportunities from the moment you first speak to them until they’ve signed the offer letter and started their new job. I’m going to assume you’ve been communicating effectively throughout every step of the interview process and have been asking quality, qualifying questions to ensure you’re not getting “sunshine blown up your skirt” regarding their interest in moving on to a new company.

There’s nothing 100% foolproof and guaranteed, but good methods of pre-qualifying candidates regarding counteroffers will make your life less stressful and more financially rewarding. In addition, if you are straightforward and authentic in your qualifying methods you may even weed out any candidates who would accept a counteroffer and possibly leave you and your client/company hanging.

Step Away From the Counteroffer!

First, let me say that I know the word “never” is a strong one. It’s absolute and I don’t use it lightly or without substantial consideration because the world I live in, both personally and professionally, is gray. That said, when it comes to considering whether or not to accept a counteroffer, remember that accepting a counteroffer only works out positively in a fraction of the cases; it’s just not worth the risk. I have known people who accepted counteroffers and in the vast majority of situations they regretted it.

keep reading…

Does this sound familiar? You are having a great conversation with a “rock star” candidate who has applied for one of your positions. You share the details about the position and your candidate seems genuinely excited. You might even be getting lots of “buying signals.” You assume that you are both in “violent agreement” that this is the perfect position!

So you move your rock star forward — setting up an appointment with the hiring manager. Your candidate sounds excited, and you are looking forward to one more “fill” on your scorecard for the month. Life is good!

But not so fast. keep reading…

There is no more valuable recruit than a “Purple Squirrel.” In fact, a single Purple Squirrel recruit may be more impactful than all of your other hires combined during a single year. If you’re not familiar with the term, a Purple Squirrel is the moniker that denotes an extremely rare and talented recruiting target. Purple Squirrels are valuable because they are extreme innovators. Once hired, they can change your firm’s capabilities, direction, and marketplace success almost instantly.

The benchmark Purple Squirrel was Tony Fadell, who conceived of the concept of the MP3 player while he was at Philips. But Apple recruited him away, allowing them to dominate and make billions in a product area (the iPod) where they had little expertise before recruiting him. This single Purple Squirrel acquisition made Apple billions and set the expectation for future market dominating innovations at Apple!

The most stunning thing, however, about Purple Squirrel recruiting is the fact that there is literally a zero chance that these valuable game-changers and pioneers can be recruited using the existing recruiting process at 99.5% of the world’s major corporations. For example, everyone would agree that Steve Jobs, even in his youth, was a Purple Squirrel, but the fact is that he was rejected by the recruiting process at HP, despite all his talent, simply because he had no college degree.

These purple squirrels are true pioneers with the capability of not only coming up with original ideas but also in successfully implementing them. Purple Squirrels are generally not senior executives, but instead, they are often mid-level employees in product development, technology, mathematics, social media, or the monetization of products and services. Each of these areas are essential for market domination.

Why You Should Develop a Process for Recruiting Purple Squirrels keep reading…

In this article, we turn our focus away from the recruiter’s activities and look more closely at the passive candidate’s activities. In order to be effective at moving people through a sales funnel or pipeline, know the key factors that affect whether a person is open to moving forward or not.

So what makes a person even want to move from being a “suspect” to a “prospect”? From “prospect” to “candidate”?  There are three key decisions that your suspects, prospects, and candidates need to make in this “change process.” Let’s look at each of these.

Key Decision #1: Is This Worth My Time? keep reading…

If you have a current or upcoming major retention problem at your firm, review your probably “rusty” current program in order to identify where it needs improvement. If you consider retention to be a major business problem, you need to decide if you’re willing to go the extra steps necessary to develop a true world-class retention program.

After over two decades of researching and implementing retention programs, I have found that there is a significant difference between the average program and an excellent or world-class one. Most HR executives don’t seem to have the time or interest in moving beyond the simple answer “yes, we have a retention program.” But if you need dramatic improvement in yours, you will find this easy-to-scan checklist to be a valuable tool in assessing where you are and where you need to be in retention. keep reading…

I’m concerned that most corporate recruiters don’t understand what it really takes to recruit passive candidates. In three minutes, I think you’ll agree. If you’re looking for candidates where the demand for talent outstrips supply, the ability to recruit top passive candidates will now be more difficult than ever. Those people with good jobs will hang on even tighter, and recruiters will need to use every technique in the book to pry them loose.

In the first article in this series I defined six skills that a recruiter must possess in order to effectively recruit passive candidates. Collectively, they’re called the 6Cs. While all are important, some are more critical than others. Here are the results of a recent poll we took of corporate and third-party recruiters asking them to define the most important of the six skills. Here’s the link to the poll so you can participate yourself. You might want to do this before you read the rest of this article. This way your responses won’t be biased.

The top three vote getters in this poll were the need to articulate a Compelling message, the ability to quickly convert your job opening into a Career move, and the Conviction that you won’t give up despite candidate reluctance to move ahead. The least important — at least according to the poll participants — were the need to Control the conversation, the ability to develop deep Connections, and Closing the deal, without money being the primary driver. If you’re a third-party recruiter you know this is upside down. Controlling, Connecting, and Closing are the most important. Without these, Compelling messages, Career opportunities, and Conviction won’t get you any more hires.

I’ll give the corporate recruiters who took the poll a break here since I didn’t define the 6Cs other than using the description shown on the chart. So let me better define and demonstrate why Controlling, Connecting, and Closing are the most important.

Why Control is #1 on the 6Cs Hit Parade

When first approached by a recruiter, passive candidates make a quick decision to engage in a conversation based on a few core pieces of information. keep reading…

All new hires have the potential of bringing with them game-changing thoughts and ideas, but no matter how rare the talent found, seldom are major business successes ever attributed to recruiting, except in the case of “lift-outs.” While not for everyone (few recruiters have the cojones or the planning skills to attempt a “lift-out”), a lift-out is the pinnacle of recruiting because it has the potential to provide an organization with all of the capability of another organization but without the expense and hassle of a corporate acquisition. It’s a powerful approach. keep reading…

Every action has an opposite and equal reaction — Newton’s Third Law of Motion

There is a dark side to a company’s ability to identify and recruit high-potential fully-employed passive candidates. The problem: the fully employed people they’re identifying, recruiting, and hiring now work for your company.

So as LinkedIn’s “auto-connect your employees with every job posting” feature becomes more pervasive, and Doug Berg at Jobs2Web figures out how to get everyone in the world into your talent community, and Monster makes sure your employees see that your competitor’s opportunities are better than what they’re doing now, expect some ugly consequences.

Here’s what I consider the domino effect of what on the surface appears to be a good thing — identifying great people and offering them what appears to be better career opportunities: keep reading…

How much would you pay to keep a superstar who has another offer? How much if the employee was just a star?

Before answering that you might want to take a look at the collection of posts talking about counteroffers. For sure, read Dr. John Sullivan’s advice on recruiting a game-changer. He wrote that shortly this summer’s remarkably chronicled — and dissected — campaign to recruit NBA star LeBron James. He announced his decision (in a one-hour TV special no less!)  to leave his hometown Cleveland Cavaliers and join the Miami Heat and fellow NBA standouts Dwayne Wade and Chris Bosh. Money was not the driving force. Winning a title was.

Back now to the original question. What would you do to keep your star from bolting? keep reading…

On the face of it, this title makes no sense. First, how could a passive candidate have multiple offers? Second, who cares? In today’s troubled economic times, when we make an offer, it’s accepted, no negotiations, no counteroffers, no competing offers. It’s just accepted. Period.

So I could leave it at that, and make this officially the shortest article I’ve ever written on ERE in 10 years. But what’s the point then? Under the low probability chance the market for top talent is finally starting to heat up a bit, recruiters might soon be faced again with the challenge of recruiting candidates with multiple offers. And, if not, they can bookmark this article for that exciting day.

So for recruiters who don’t remember what it’s like, and for those recruiters who are too young to remember the golden olden days when top candidate supply was less than demand, a little history is in order. Whenever the economy is expanding more than a few percentage points, labor shortages in certain job categories frequently occur. Under these circumstances, companies aggressively compete for this scarce talent by bidding up prices (i.e., salaries and signing bonuses) and increasing the speed of decision-making. In this hyper-heated market, mistakes are made, recently hired candidates are pursued by ultra-competitive recruiters who are paid for making placements, and hiring managers are pulling out their hair. For third-party recruiters this is what’s referred to as “the good old days.” keep reading…

Recruiting history was made this month. You may not be aware that last week marked the culmination of the most sophisticated recruiting effort executed in this century, one that will go down in history as a case study on how to recruit “game-changers.” The approaches used and the lessons to be learned are almost without comparison. If you want to recruit the best to your organization, don’t miss this opportunity to learn how “game changer” recruiting differs dramatically from typical recruiting.

“Game Changer Recruiting” Is Needed in All Organizations

You do not have to be a sports nut to realize that for the last two months numerous NBA teams have been pulling out all the stops and spending unlimited amounts of money to recruit basketball star LeBron James to their team. Simultaneously, almost-as-intensive recruiting efforts have targeted other game-changing stars including Dwyane Wade, Amar’e Stoudemire, and Chris Bosh.

Sports teams and corporations alike need all the game-changers (individuals who can change the entire direction of an organization) they can get. While you might think that sports recruiting is not comparable to corporate recruiting, that notion would be erroneous. This sports-superstar recruiting effort is ultimately an illustration of world-class “game-changer recruiting.” keep reading…

Closing — the art of getting a candidate to accept an offer and begin work — is every recruiter’s primary goal. And the strongest closers share several attributes:

They craft powerful employment value propositions that lay out the selling points of the company, group, and position — as well as the present and future opportunities for growth.

They communicate clearly, asking direct and purposeful questions, listening critically to responses (spoken and implied), and remaining nimble enough to respond to unexpected issues as they arise.

They set clear expectations for candidates and hiring managers on process steps, compensation issues, and potential roadblocks such as counteroffers.

They are persistent, consistently reconfirming the primary issues throughout the process with candidate and hiring manager, and continue sourcing efforts even when a good candidate is in play.

They have a keen sense of timing, knowing when to move quickly and — just as important — when to slow the pace to accommodate a candidate’s decision-making.

Unfortunately, too many recruiters view closing as a standalone process that kicks into gear only after the interview team identifies its front-runner. In fact, the opposite is true: successful closing begins before a candidate has even been identified, and it touches every step of the process.

Let’s examine (and I’ll go into more depth at my breakout session this September) some of the ways you can bring a closer’s mindset to each step of recruiting: keep reading…

Are we rusty as corporate recruiters? We haven’t had the amount of positions to fill as we have in the past. Volume is lower. Search assignments are scarce. I almost believe we are sharper when the volume is high. With only a few searches to work on, we may forget some of the steps we need to cover, when we haven’t been working at the capacity we once were, like it was just last year.

Our skills need to be sharp — even sharper than ever. It’s more important now that we bring in the best candidates possible, and actually get the candidate to accept the offer. No room for errors. We need to go through our recruiting process and make it perfect.

It takes all you know now, when that important search comes up and once again, you kick into high gear, ready to fill it with the best this market has to offer. What we used to do with 60 jobs on our plate at once is all different, now with only a few key positions to fill. Being in “auto pilot” is something that went away last fall. Now it’s a new game, and we need all the expertise we have to pull it off.

keep reading…

This article originally appeared January 17, 2007.

Agency folks tend to see the corporate world as bureaucratic and slow to make decisions; more specifically, they see most corporate recruiters as lacking the requisite skills and bare-knuckle tactics required to make things happen.

keep reading…

“What do you mean you changed your mind? I thought you really wanted this position? Why didn’t you call me sooner?” Many of us have heard this or some version of this at some point in our careers. You have a candidate going through a process, and then you get surprised because he or she has suddenly (or maybe not so suddenly) had a change of heart. This is not uncommon. People making a career change are going through an emotionally-charged experience. In the process, people tend to get defensive and are reluctant to fully communicate their interests or reveal to you that they have other “irons on the fire.”

This is where up-front operating agreements come in to play. When properly used, an up-front operating agreement/contract will help a recruiter mitigate the tangles that will inevitably develop throughout the evaluation and hiring processes. Up-front operating agreements are quite simple and should be used early on in a candidate relationship. The first agreement I put in place is an agreement about agreements. I always ask a candidate if he or she is the type of person who tends to honor agreements when he or she makes them with other people. Everyone says “yes” to this one; who wouldn’t? But something else is happening. The candidate is also giving you permission to ask for commitments at different points, and at the risk of sounding inconsistent or at worst, psychotic, he or she will tend to stick to these commitments. Then, I always follow up with an out clause which puts people at ease. I ask, “From time to time, I may ask you to commit to something. If you don’t feel comfortable with that, it’s okay to tell me so. One of my biggest fears is a person who says ‘Yes’ to something when he or she actually means ‘No.’ People do this because they are polite and don’t want to be confrontational in most cases. Are you able to come forward to me if something doesn’t feel right, or if you want to halt or slow down our process?” And, you reinforce this contract several times through your process, by asking again, “Are you sure you are comfortable with this?”

You’ve got to let the candidate know that you will not attack him or her if he or she starts to get a funny feeling; you have to explicitly let him or her know that in an emotionally-charged process, he or she will most likely feel uncomfortable, and when this happens, you (the recruiter) are the best person to call. When a candidate gets that funny feeling, wouldn’t you prefer to know about it as soon as possible? You’re essentially letting the candidate know that you will not use pressure tactics. You operate in an environment of truth, and you give the candidate an incentive to be truthful. You’ll be amazed. The candidate will be relieved that he has finally found someone in which he can confide. It’s quite therapeutic for the candidate because all the other recruits will be pushing and shoving him or her to “just go out on an interview and see how it goes.” You, on the other hand, are not only a broker of jobs or a conduit to a new job, but also a confidant.

If you were a candidate, to whom would you be more loyal: someone pushing you though a process, or someone in whom you hold considerable trust because you have facilitated very open lines of communication? Let’s say that one day you’re sitting at your desk, posting an advertisement on one of the major job boards, and your phone rings. The person calling you is a candidate who is about to get an offer from your client. The candidate says, “I’m having second thoughts about leaving this job for your client’s, and I want to discuss it with you. Have you got a minute?” You bet you have a minute. You have all the time that candidate needs. “Remember when you told me if I was not comfortable with something, I should call you to discuss it?” Now, you can fix the problem, if it is in fact fixable. Or, at the very least, you can prevent yourself from looking inept in the eyes of your client. You want all of the what-ifs out in the open, and when you put in place up-front operating agreements, you create a relationship in which revealing these things is not something that causes discomfort in an already uneasy person.

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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Murphy’s Law states that anything that can go wrong will go wrong. Obviously, Murphy was a recruiter. If he did something else for a living, he would have been a bit more optimistic. Whether you believe in Murphy’s sad bromide or not, as a recruiter it is a good idea to do all that you can to avoid becoming one of its victims. But in the last month or so, I have seen it happen: recruiters who have been around long enough to know better saying or assuming things they shouldn’t be saying or assuming. Almost verbatim, they are stated below. If you ever find yourself saying any of these things or making any of these assumptions, think again!

1. “This deal is a slam dunk.” I think not. Fast and easy deals are usually neither. If you think you are working on a slam dunk hire, go back to the drawing board and look at everything that can possibly go wrong. Look at the candidate’s commute, compensation, title, job stretch, and everything else that relates to the candidate, the job itself, and the fit between the two. If you still think it’s a slam dunk hire, have another recruiter grill you on the details. If there is something you are not seeing, it is better to find out before the deal falls apart than after.

keep reading…