Why You Must Be A Trusted Advisor To Job Candidates BY JEREMY ESKENAZI, SHRM-SCP
team and accept your offer. While you’ll continue to build relationships with hiring managers and internal stakehold- ers – you can no longer treat the candidate as anything less. In a competitive market, you must also be a trusted advisor to candidates. You may be wondering how you can advocate for both sides – isn’t that usually why everyone gets their own lawyer in a battle? In recruiting it doesn’t have to be that extreme and you truly can negotiate and bargain in good faith for both parties. If you’re not quite convinced yet, here are three really important reasons to consider: 1. In a competitive market, you will lose if you’re not seen to be helping the candidate as well. Many organi- zations are moving to transparent salary ranges, flexible and customized perks, and understanding what candi- dates want and need on an individual level. Gone are the days you can throw out the lowest offer in the salary range and expect your candidate to be waiting by their phone
A recruiter at a company is tasked with getting the best tal- ent from the market at the best price for the company. This
was a very common understanding of what recruiting was at its most ba- sic level for a very long time. While the first part still holds, everyone can probably agree that times have changed, drastically. Recruiters must be a trusted advi- sor to the business – this continues
Jeremy Eskenazi
to be a staple of good consultative recruiting. Now add the notion that ‘us and them’ is now the worst approach you can use if you want to get the best talent to join your
ready to accept. Instead, you’re likely one of several offers they will get, and you’ll be the one hopefully to get a call back with positive news. Don’t get left behind companies putting out their best offer after asking candidates ex- actly what they want! 2. How you make people feel matters – in a candidate driven market where there is a la- bor shortage, you cannot be remembered as the organization who jerked people around, kept them hanging, lowballed them, or any- thing near that experience. Other companies will move faster, remove barriers, skip inter- views and archaic outdated testing practices in favor of hiring for attitude, potential, and a growth mindset. Some organizations are mov- ing to offer same day and offering positive coaching and feedback through the process. This smooth process, transparency, speed, and the lack of hoops to jump through will not only leave a slower company with a medio- cre offer in the dust, but if the candidate does take time to compare multiple offers, how they were treated throughout the process will weigh heavily. It’s a reflection of how a com- pany treats their people and when you have options, culture can often be the tie breaker. Don’t lose on this front because you don’t care about the candidate experience. 3. Money doesn’t win every time – you help them win. One of the most important jobs a recruiter has is listening and understanding what the hiring manager is looking for, but equally important, what will it take for the candidate to accept your offer. Passive can- didates who are top performers will not leave their current company without a compelling offer and they are likely to receive a counter-
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June 6, 2022
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