How do you make a recruiter’s job more difficult? June 27, 2008
Posted by hardly Strategic Concerns
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I just got through chatting w/a colleague of mine from way back who has just accepted a role at a new company. Very exciting time for him.
One of the things he said to me was, "You know, if my current company just paid me 20% more, there was no way I would even consider a recruiter's introduction. But now, after I've accepted this offer, if they came back w/a 20% bump in my salary, I wouldn't even consider it."
This person has a very unique and specialized role, and the career path is atypical for most Internet-focused firms. Further, he has been with this firm for some time, certainly long enough to know the ropes, and how to get things done there. And, with a few more coins, they could have kept him. Now, they're going to have to find a new employee to join the firm, who knows how much in recruiting fees, effort, lost time, etc., and get someone who may or may not work out.
Honestly, the firm's got a good 6 month search ahead of them before they get to a replacement. Someone was asleep at the switch.
If you have employees in your company or on your team that have a high replacement cost, you should be thinking hard about how to protect them from other companies looking to head-hunt them.
How?
Make them feel wanted and loved. And, in the context of the larger U.S. economy, coupled w/the FUD from our news sources, secure helps, too. How about a one-time bonus for a job well-done? Or, telling them that they did a good job? Or, giving them a gift-card to their favorite coffee shop. ANYTHING to make them feel recognized and wanted.
Next time, they might not answer that email of vm from me!
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