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Are You Experiencing Job Offer Turn Downs Due to Salary?

There is a cost to each job vacancy in any business. And while there may be a short-term reprieve of that monthly salary expense, the hidden costs start chipping away at both the P&L and your current staff. I have found that in most cases where a position is going unfilled, it is due to the salary being too low. And I have seen companies make the decision to continue to try to fill the position at a below market salary rate, continuing to wait and hope for the qualified candidate who will take that salary. Finally, they hit the point of a long-standing opening and being “out of candidates.” By the way, a company that will continue to extend offers that are being repeatedly declined is doing more damage to their own recruitment efforts. People talk, especially candidates within an industry. An old saying about insanity - insanity is doing the same thing over and over while expecting a different outcome. I have some advice around salaries for both operations and sales/revenue producing positions in this Employer Edition of The Recruiter’s Review.

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“Everything you do teaches people about you.” My wife coined that saying and lived by it as a career elementary school teacher. Remember that as you go through life. Interviewers, hiring managers and related, everything you do or don’t do when it comes to interviewing another person says a lot about you.

I had an interviewing situation that reminded me of the human piece to hiring. We, both recruiters and the hiring team (manager, TA and HR) sometimes forget that in the middle of this “transaction” is a real life human being. I want to relay the lessons both my hiring client and I were reminded of. Tune in to this short but eye opening and a much needed reminder to the human and emotional side of your candidates. And now, another Employer’s Edition of The Recruiters Review.

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In this episode, I will be discussing the fluid nature of recruiting, and how some hiring managers and/or those in talent acquisition try to keep their recruiting process static. When a hiring manager tells me, “Send me your top two” , it is a flag to me that this manager may not be fully aware of how fluid recruiting is, nor are they aware that what they think is saving them time may actually cost them more time. Like a sports team top ranked on Friday ends up lower in the polls on Monday. More so, “candidates” are not a commodity, “stacked in a warehouse awaiting shipment to an interview." And we have all heard the saying that people change. While a person in an interview process doesn’t really “change” overnight, sometimes their situations do. When a company stops interviewing before a position is filled because they feel they have found their ideal candidate, they may be in for a big setback if something changes with their lead candidate. To adapt to the fluidity of recruiting, plan ahead for interview process surprises and stay fluid, yourself. Tune in for this next "Employers Edition" of The Recruiter’s Review.

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Are you experiencing job offer turn downs due to salary? This episode discusses how to avoid those turn downs!

Since my last episode regarding the employment market demographics and thin talent pool, several of my listeners and clients asked me to visit salaries. I had a very good episode for the candidate side on how to negotiate salary, but I am realizing that many employers need some help in this area. In this edition, I will be discussing the importance of ensuring that salary expectations can be met, and how and when to approach the subject of salary with the candidate. As well, when to approach it internally if you find that your salary range is not market competitive. I actually got the motivation for this episode when a client’s TA manager called me and asked me for some advice. She had taken a candidate all the way through an interview process to be faced with having to present an offer to her candidate that would be a pay cut. The advice she was given internally was to present the offer and if the candidate really wanted the job, the individual would accept the offer. Well, sure enough, the job offer was declined. I will give you my insights and how I see success in this area with my hiring clients. Tune into another Employers Edition of The Recruiter’s Review!

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An Employer’s Edition of The Recruiter’s Review!

In this episode, I will give an overview of the market itself to include trends and a few key demographics any hiring professional needs to know so they/you can take action if you want to win in the ongoing war on talent.

We received so many great reviews from our last twenty-four episodes, both from candidates and employers. Just as my employer listeners learned from my candidate episodes, I encourage anyone who is actively on the job market to listen in to my employer episodes. At some point, I am going to host a few candidates I have worked with, who can weigh in and can let the employers know what helped attract them to their new employment homes through the interview processes.

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This is a special candidate side episode before I release The Recruiter’s Review: Employer’s Edition (coming this fall). As I move into the Employer’s Edition, I will still provide more of these strategic candidate topics. If there is a topic you wish me to air, email me or send me a message on LinkedIn.

The material in this episode has been inspired by a few final interviews I have seen or heard of NOT going to an offer this year. As I said in "The Pendulum Swings" episode, we are no longer in that job market where it’s an easy and quick one or two interviews and an offer is made. Rather, we have returned to very traditional interviewing with multiples steps and a final interview that is truly a FINAL INTERVIEW that is not guaranteed to result in a job offer. I recently filled a position where the first finalist blew his final interview. Personally, I thought he was the ideal hire. But no matter what I said, I could not shake my client’s concern in what they call a very lack luster final interview with the CEO. How to win in the final interview? Tune in for another episode of The Recruiter’s Review.

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In this final episode of Season Two, Emily Mulicka and Monia Smith of NCR VOYIX are my special guests. Special on two fronts! The first is that both are seasoned and top performing Talent Acquisition Professionals and have worked at all levels of hires and disciplines. Whether you are a sales representative, in a technical role or a leader, listen to what they have to say! Both have been deeply involved in many hires into their global organization. Emily and Monia will provide their insights and observations on the candidate behaviors and traits that both win and lose in the interview process.

Also "special" is that this is my transition episode that takes The Recruiter’s Review to the other side of the desk. This series ongoing will speak to the behaviors and strategies that both win and lose candidates as companies and corporations battle in this global talent war. Emily and Monia are excellent ambassadors for their organization and do an incredible job attracting talent into the interview process. They offer their insights into what a Talent Acquisition professional should, and should not do. As well, they have a key piece of advice for all hiring managers.

This episode kicks off a number of episodes to come on what talent acquisition professionals, hiring managers and executives need to know if they hope to win in the war on talent. Tune in!

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Counter offers are often knee jerk reactions to an unexpected resignation. But whose best interests are really being served?

I am in my 35th year of recruiting and have tracked many counter offer situations; recruits I found who shared with me their last counter offer experience, as well, some recruits who made the mistake of accepting counter offers when offered positions I recruited them for. To date, I have not found a single person that accepted a counter offer when I had them another offer that remained with the original company beyond six months past accepting the counter offer.

I have converted my published pieces on counter offers into this easy listen podcast format. I can speak to the often ill effects that come from accepting a counter offer. I encourage you to pay attention to this advice on this episode of The Recruiter’s Review.

The Recruiter's Review. Real Talk, Real Advice.
Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63
Visit National Register USA at https://www.nr-usa.com