Jack Foster’s Post

It may seem counter productive for a recruiter, but I regularly advise candidates not to leave their current employer. Why? Sometimes candidates think the best way to get a payrise, promotion, or development opportunity is to jump ship. That’s not always the case. In fact, half of the time, if you approach the conversation correctly, you can get what you want exactly where you are. If you don’t get what you want…. At least you know you did your best. Then when that counter-offer comes as you hand in your notice, you know what to do it with it 🚮 If you’re unsure on how to have that conversation, I can guide you through it. Give me a call, or drop me a DM anytime.

Few things are as disappointing for hiring managers and HR professionals as a perfect-fit hire backing out of an offer after accepting it. This may leave them questioning if a competitor stole their find or if it was buyer's remorse. While it's overwhelming, this fear of change can be minimized by taking steps to prevent new job remorse in future candidates. Check out our blog for some advice on avoiding these situations! https://bit.ly/3ToyT3F #HiringProcess #LaborMarket #HiringTips #HiringManager

In the 'seven days of recruitment', timing is everything, and Tuesday is key.   Whether going out for a drink by Tuesday, a la Craig David, is on the cards, that's your business.   But Tuesday is also the optimal day to post a job advert.   Despite this, various studies continue to show…   ➧ Wednesday is the most common day for posting.   ➧ And most people believe Friday is the best day to post a job advert when it is the worst! #jobadverts #recruitmentmarketing #hiring #hr #recruitment

💡Navigating the Potential Counter Offer💡 - A few questions to help early in the process When do you begin to discuss counter offers? Some will say towards the business end of the process. I believe it should be discussed during the initial pre-screen with your candidate. A few example questions 👇🏻 ⭐️ You are looking for X from your employer have you asked for X from your employer? If yes and they have not received X you are in a stronger position heading into the potential counter offer. If no, then send them back to the manager to ask. Yes, you may lose the candidate if the manager gives them what they are looking for. You were always going to lose the candidate at counter offer stage when the manager asks why are you leaving. You have saved time on a non placeable candidate. ⭐️ What is pushing you out of your current role and why is pulling you back? - Understand the good and bad things in the candidates current role. - You will need to know this as you will need to reiterate this information several times during the recruitment process. ⭐️ How long have you been considering a move? - Nobody wakes up and decides they need to find a new job. - They will have a bad day which results in a bad week, bad month and so on. - Some people flirt with the idea of moving for months. Remind them of that during the recruitment process 🧠 I will drop another post later this week with a few more example questions. #learninganddevelopment #recruitmentprocess #candidatejourney

Finding a new job can be a daunting task, and sometimes it feels like the search will never end. But fear not! In today's fast-paced world, employment agencies can help streamline the job-hunting process, connecting candidates with potential opportunities. In this article, we will explore the typical timeline for staffing agencies to find a job for candidates. So, let's dive in and discover how these agencies can make your job search a breeze!

HR: I'm sorry but the candidate accepted another offer.. Manager: But you said we were his first choice. HR: Yes, You were. Manager: Then how did we lose him? HR: While you put him through a 6- weeks interview process, another company pulled the trigger on him within a week. Strong candidates get hired quickly. If you don't move fast on them, another company will. What's your views on this? Share your thoughts

Are your top candidates accepting a counteroffer? 🤔 It's a common worry for employers: that their top candidate will accept a counter-offer from their current employer. Whilst there is no surefire way to completely stop this from happening, here are some tips to help counter the counter-offer. 🤝 Take the time to properly engage your top candidates, making sure they understand the benefits of the new role and the company culture. This helps to create an emotional connection and loyalty to you as their new employer, making it less likely they will accept a counteroffer. 🤑 Make sure your top candidates understand the value of the opportunity they're being offered. Be clear and transparent when presenting your opportunity, outlining less tangible benefits such as personal development and career progression. 🤩 Ensure your candidates are welcomed into the company and all stakeholders understand the process. Your proposition starts from initial contact and goes all the way through onboarding and settling in. With a little effort, you can ensure your top candidates will be happy to accept their new job offer without giving a second thought to a counteroffer. 🎉 PS Here's a picture of our Chihuahua, Coco. She would NEVER accept a counteroffer 🤩😍🤩

You've found THE perfect person to hire... and they've accepted a counter-offer from their previous employer. Knowing how to avoid this situation could save you a lot of time used on interview prep, vetting, interviewing and contacting candidates. How to prevent losing top talent to counter offers: ⭐ In the interview, ask the right questions. - Tackle the issue head-on, ask why they want to leave their current employer, and if there is anything you can do to mitigate that feeling if they were to work with you. - Remember, if a candidate says the main reason for leaving is a higher salary, their current employer could get them to stay with an offer of more money. ⭐ Show your company's value. - Explain ALL of the benefits of your company during the interview, and consider adding the benefits to the offer letter so they have it in writing. - On benefits, what are your company's top ones? Do you offer bonuses, healthcare, perks such as discounts for wellbeing initiatives? ⭐ Give them the opportunity to meet again. - After the initial interview, invite the candidate into your workplace again, to meet other members of the team, to get a feel for the people they'll be working with and the way the office works. ⭐ Keep in touch! - Possibly one of the most important tips here... It's vital to stay connected with your potential employee whilst they're considering your offer. This will keep up the excitement of the move and ensure it doesn't lose momentum! For candidates, weighing up whether to make the jump to a new company can be a difficult one, so making your company the easy choice will help them on their journey. For more advice and blogs, visit our website: https://lnkd.in/en-eGKdM #Interviews #CounterOffer #Advice

When it comes to the offer process, there are things recruiters can control and things we cannot. What we can control: How we represent our clients AND our candidates. Giving our candidates all the information they need to make informed decisions. Things we cannot control: Whether or not they take the offer. The offers I lose sleep over are the ones I believe the most in. Of course our goal as recruiters is to fill roles but there is something special about filling a role with the perfect person and knowing that your client can offer them not only what they want now, but what they are looking for in the future. #recruiterlife

Today I'm two for two. Two final rounds, two rejections. 5 months of applying and countless other rejections, ghosting, and never hearing back. I want to tell you that I'm staying strong and positive. A lot of days I am. Today I'm not. Which is ok. There was a huge difference in those two rejections - one very personal and showed so much humanity. The other was completely impersonal. I am grateful to hear something, don't get me wrong, but it all informs how I will do my job in the future. Everything I go through informs how I want to treat others in my next position. My previous break in employment taught me never to leave a candidate hanging. I pride myself on busting the black hole we all have experienced. Now I know how I have to do even better. Here are some things that I've learned as I've been applying and interviewing: - Try to focus your applications on positions that dropped in the last 24 hrs. - Create the best resume you can, there are a lot of opinions out there on what that means. Just A/B test, maybe one version hits better than the other?? - Know your worth, but understand the market too. This heavy competition is humbling, and I do a lot of salary benchmarking to understand what a position should be offering and what I should be asking. - Be kind to yourself, and recruiters that are just doing their best to get their job done. I would love to know what you all have learned as you've been out there in this job market. Any tips/tricks/ways to stay sane you would like to share?