Taking a
job candidate through the recruiting process is not only tedious but it comes
with a cost in time and effort. That’s
why recruiters can become flustered when all that investment in time and effort
is met with a candidate’s rejection of a client’s compensation package. So how can recruiters avoid this common and
costly situation? Let’s take a look at a
few tips:
- Know the offer before you
send in your candidates for interviews.
Recruiters should have a general idea of what an employer is
offering before they send job candidates out for an interview. By knowing what types of compensation
packages a client offers for a particular position, the recruiter can
avoid sending out job candidates who they know won’t accept compensation
under a certain level.
- Prequalify the job
candidate. Test job candidates by asking a round of questions related to
compensation before you send them on their first round of interviews. For example, “XYZ law firm seems like a
good fit for you. If the interview
goes well, would you consider a compensation package between (offer a
range)?” If the candidate says yes, then ask them how soon they would be
willing to start. Candidates who
are unable to give a start date may not feel that comfortable with the
compensation package and that’s a clue that you may need to be prepared
for the possibility that they will ask for more.
- Discover their
counteroffer. If a candidate is
hesitant about the compensation package, try to find out what would make
the terms more acceptable. Also,
make it clear that you don’t yet know exactly what the company will offer;
but that you know their compensation range and general terms. Once you
understand what the candidate is looking for in terms of compensation
you’re better positioned to negotiate and avoid a candidate rejection of
the client’s offer.