Here's an interesting job-search story that
happened recently. As a Direct Recruiter for Kelly Engineering Resources (KER),
I connect clients to candidates on a regular basis.
The $20K Difference
I received an order from a
client who's been searching for an employee with a particular skill set. The
client's seven-month search had been long and unsuccessful. The salary range for
the open position was well below the median range of $90K. My client hoped to
pay only $70K, with maybe some wiggle room for the right person.
After speaking with candidates over several weeks,
I communicated my findings to the client – the salary being offered wasn't
competitive enough. The client recognized that the search would be difficult,
and asked me to continue. Finally, I found an individual who needed an
opportunity. The day I called this candidate was the day he had received his
severance package.
Not That
Desperate
In his last position, the candidate had earned
$78K. This made him a potential fit for my client, based upon not just his
salary level but also his market knowledge and skill set. I submitted the
candidate's information to the client, along with some comments about the
candidate's willingness to negotiate a salary based upon the job's
responsibilities.
The client agreed to meet the candidate. After
four interviews with human resources and senior management, the candidate
received an offer of employment. If you guessed that the client was offered
$70K, you're correct. (I've omitted some details here, but this is the basic
outline of the story.)
Communication and
Contact Points
Ultimately, both parties
walked away. Why did the deal collapse? In retrospect, this was a painful search
on several levels. First, there was the matter of the below-market pay range for
a technical professional with the requisite background. There was also the lack
of communication throughout the process.
My successful placements
have all involved direct communication with hiring managers. The results speak for themselves. Without proper
communication and contact points, good positions go unfilled even in a bad
economy.
Editor's Note: Jake Briggs (KER_Recruiter)
is a Technical Direct Hire Recruiter for Kelly Engineering Resources in Amherst, New York.
His territory includes the northeastern U.S. as well as the mid-Atlantic states.
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