Category Archives: recruiter

One of the best ways to change up your work groups and increase the diversity of your company is to use external recruiters and I am not just saying that because I am an external recruiter.
When you work with someone outside your company, you focused on describing what the new person is going to do and where they fit into the greater scheme of things.
You talk about the activities, responsibilities and leadership style, their technical knowledge and priorities.

The external recruiter does not know that people in your organization all went to Stanford and all play broom ball.

So the recruiter hits the candidate marketplace and starts talking about your company and the great things that are happening and within a few weeks, you have a fresh, new group of candidates who would not have applied to your posting or been a part of your employees’ networks.

There is going to be some new thinking in that group. It can be a pretty interesting experience to interview someone who understands the role but is from a different environment.

Those candidates have credibility but none of the baggage. This can be a tremendous help with innovation based roles or where a group has become a bit complacent.

The key is to keep an open mind when you are interviewing. Review your questions before hand. Be sure to spell out company specific acronyms or processes so the candidates have a fair chance to answer within the right context.

When you find the gem and hire them, make sure you have a very inclusive, comprehensive on-boarding process. Hiring managers and peers alike sometimes need to be reminded that even though someone can’t play broom ball, they can still contribute some great ideas.

No one likes to talk about salary. It has this mystical kind of voodoo quality. No one wants to give the wrong answer. It can become a game of who goes first and the real objective can get lost.

It is really not that complicated. Money is just one of the things that have to align for you to be considered a “fit”. If you are already making $100,000 more than the position pays, then the fit is not there. If you are way below the salary range, that does not fit either.

But this is not entirely about the money. It’s also about the risk and the culture.

Say you absolutely love a role so much that you would take a serious pay cut to have it on your resume. Sometimes this can work (and might be necessary) when you are taking a sharp turn on your career path. If you are a corporate lawyer and you want to leave that world to do more human focused work with a better life balance then this would be credible and might be considered.

But here’s the risk: six months in, when the honeymoon is over and you have are driving home after a bad day, you are really going to feel that haircut and suddenly, your job will not seem as great as it did before. You will start to question your decision and that could have a negative impact on your work and life.

Here’s the other thing to consider: not all managers can handle knowing that one of their team members made a lot more money in their last role. It can create all kinds of negative vibes and really mess up a team.

So when money is the topic, be candid and clear about what you are used to and what you are looking for. Don’t try to get away with “Oh, it doesn’t matter” or “We can discuss it at an alternate time”. There is nothing worse than falling in love with an opportunity only to have the whole thing fall apart at the end because the salary is not appropriate for you.

So spill the beans. It is the only way they can be counted.