Burnett Specialists Staffing | Recruiting的动态

Everyone would love more money! The question is - can you get it from your current employer, or do you have to look elsewhere? In this article by Joe Stein, he touches upon both options, and helps you figure out which is the best course of action for yourself. Read it at https://lnkd.in/ek8g8sra. If you do feel the need to increase your salary by finding a new employer, be sure to browse the hundreds of verified local jobs on our job board - wnyjobs.com! #TuesdayTips #JobSearchTips #MakeMoreMoney #WNYjobs #BuffaloJobs #BuffaloEmployment

I sent out 350 headhunts yesterday and had 7 people ask me the same question without a phone call - "Whats the Company ?" For Example : Good Afternoon Joanne I have a company in your area that is looking for a new Consultant, they pay is up to 40k with 30% comm, no threshold and have every last Friday off if you are hitting target, I thought this would be of interest to you and we could set up a confidential call to give you more information - please let me know when you are free . Joanne - What is the name of the company ??? IS IT ME !!!!!!!???????? All Recruiters alike - the job in question isn't yours until we know if you are a great fit for this role - your salary and requirements are not displayed on your Linkedin - so please treat us with respect - we are trying to better your life by letting you know about a truly awesome position that we think you would love - but we dont know if we cant have a confidential conversation with you first We need to check if all the below are a Great fit for you : Salary is right for you Commission is right for you Hours are right Holidays are great and if it all fits perfectly we will then let you research that company and tell us if its right for you ALL CONFIDENTIAL !! Nothing will happen if you don't - PICK THE PHONE UP !!!!! Conversation is key !!!!!

I wish recruiters thought more about the people they speak with. I have had recruiters pressure me into confirming emails while I was on the phone with no time to review, only to never hear from them again. I've been told several times that I was on the fast track to a position, or the hiring manager really loved my profile, only to never hear from them again. I once had a recruiter give me a number to call at an agreed upon time (usually they will do the calling) and she didn't answer the phone, and then I never heard from her again. I understand that recruiters only care about filling a position since that's how they get paid but they should realize that they are speaking with real people who are really struggling. They shouldn't lie to people about how much the hiring manager wants them just to get an okay to move forward, or fast-talk people so they'll agree to a lower salary. And they definitely shouldn't not show up to a scheduled call and then ignore the person indefinitely after. People are struggling and stressed and in real pain and recruiters should keep that in mind.

We had our first drop out of the year yesterday. Despite going through process for a role with a set salary, the candidate decided once an offer was on the table that the money wasn't enough so turned it down. Now we're not here to criticize candidates, at the end of the day you have to do what's best for you, but I think it shows how important it is to ensure you are 100% sure of what you're going for when you enter into a full process for a role! Dropouts are always a pain in the backside for any recruiter, but when you’re part of a small agency like ours, it hits even harder. Every fee makes a difference, and one placement can often be the line between a good or bad month. That said, we’re not sitting still. We’re working hard to make up for the lost time (and money!) and are excited about the opportunities we have coming up. If you're in the Umbrella sector, we’ve got some fantastic roles to share! My colleague Jamie Gray Goncalves will be posting all the details over on his page—make sure to check them out. As always, if you’re on the market, let’s connect! #recruitment #umbrellasector #opportunities #smallbusiness

I sent out 350 headhunts yesterday and had 7 people ask me the same question without a phone call - "Whats the Company ?" For Example : Good Afternoon Joanne I have a company in your area that is looking for a new Consultant, they pay is up to 40k with 30% comm, no threshold and have every last Friday off if you are hitting target, I thought this would be of interest to you and we could set up a confidential call to give you more information - please let me know when you are free . Joanne - What is the name of the company ??? IS IT ME !!!!!!!???????? All Recruiters alike - the job in question isn't yours until we know if you are a great fit for this role - your salary and requirements are not displayed on your Linkedin - so please treat us with respect - we are trying to better your life by letting you know about a truly awesome position that we think you would love - but we dont know if we cant have a confidential conversation with you first We need to check if all the below are a Great fit for you : Salary is right for you Commission is right for you Hours are right Holidays are great and if it all fits perfectly we will then let you research that company and tell us if its right for you ALL CONFIDENTIAL !! Nothing will happen if you don't - PICK THE PHONE UP !!!!! Conversation is key !!!!!

Think back to the last time you began a search within your team. How did you go about it? Did you get in touch with HR and ask them to advertise for the role and then wait for candidates CV's to filter through to you? Did they pull out the same job description they used for the last time the role was vacant and post it online? Does this cover what you really need this time around in your team, did you review what was right about the last person in this position and what you think could have been better? Has the budget for this role changed since the last time around? Has the market salary changed since the last time, how much? If you are considering hiring like this, you're missing out. There's a gift for you in the comments below.

While it's been less common over the past few years, a prospective candidate will still occasionally resist my outreach because: "Recruiters take the candidate's money by charging fees." It hurts to hear that someone is passing up a potential opportunity, especially if they are openly exploring new roles or are unemployed. Yes, I've had unemployed candidates refuse to discuss roles that they are fully qualified for because "they'll get paid less going through a recruiter" Here's a quick breakdown of how it works: Recruiters are paid to find people, and our role is not much different from any other consultant role. We have a project and are paid to fulfill it. Recruiting budgets (for 3rd party recruiters) vary by company but are almost always considered business expenses not salary and wages. A comparable mindset would be: "I'm not going to respond to that job ad because they spent money posting it, so I'll be paid less". Our compensation is often directly tied to your incoming salary, so if you make more, we do too. Other times, we are paid a set amount based on the project. Either way, we aren't paid more for you to make less. Now, it's completely reasonable to think a company might pay you less to compensate for our fees. I imagine there are some scumbag companies out there, but I've never run across any in my 12+ years in the field. The only scenario where I could see this potentially happening would be in a super small company with limited resources...who aren't likely spending $$ on external recruiters anyway. Instead, we work off a salary band supplied by the employer that matches their public and internal salary band documentation. There's really nothing to hide there. Lastly, it's been my experience that candidates presented through a recruiter tend to hit the higher ends of the salary band, if not surpass them. A good recruiter will showcase your candidacy better than an application and cover letter ever could. Also, I have some clients who have interviewed candidates they otherwise would've passed on solely because of my recommendation. Happy to address any other questions/misconceptions candidates might have. Does anyone have any they want to share?

Did a recruiter pitch you a job opportunity with a lower salary range than your current compensation? Before you dismiss them, consider this: ?? Be Direct (But Kind): Inform the recruiter that the target salary is below your current or desired compensation. ?? Cold Outreach: Recruiters may not be aware of your current compensation or salary expectations. Why is this important? ??? Market Intelligence: Your feedback can help recruiters encourage hiring managers to make more competitive offers if their expectations are off-market and they have the budget to adjust. ?? Future Alignment: Sharing your salary goals helps recruiters connect you with opportunities that better match your targets in the future. Applicant Tracking Systems (ATS) can store notes about your preferences. If the recruiter’s position was a good fit except for the salary, it might be beneficial to communicate your expectations. A simple "This position is below what I'm earning now, and I am targeting $90k+" provides a clear and direct point. Building a relationship with the recruiter can create a win-win situation for future opportunities. I’ve seen firsthand how being open and communicative with recruiters can pay off. For example, I once reached out to a candidate about a position that was slightly below their current compensation. Instead of dismissing the opportunity, they politely informed me of their salary expectations. A few months later, a new position opened up that perfectly aligned with their desired compensation and career goals. Because I remembered their clear communication and had their preferences noted, I was able to connect with them immediately. They ended up landing the job and were very grateful for the connection.

? TIME is ?? ? TIME kills all deals (and hires) ? Don't waste your time as an employer OR candidate with the run around. Honesty and transparency will get you where you want to go a LOT faster. > Hiding the Salary Range ?? = ??You can't meet market standards (at least that's what a candidate thinks) - It can be a massive waste of time and company resources to interview candidates without having an honest salary expectation discussion upfront. If you have a budget and a range, disclose it! > Overqualified Candidates Applying ???? = ??You didn't read the JD or you're hoping to get hired for a different role (at least that's what an employer thinks) - If you're an "overqualified" candidate, but maybe you are looking to go a different route with your career - make sure you tailor your resume to reflect that. Indicate why you are interested in taking a step back from your current duties. #ROLINCRecruitingRoundup #ROLINCStaffingandSearch #recruitingservices #recruitinginsights #hiringinsights #salarytransparency #jobtransparency #overqualified