Im just curious, I just saw a Dir of Property Manager position on SelectLeaders. Its for NYC. How bad of a recruiter must you be where you are actually paying to post a job listing like this? This seems like a great job and I know there are some very excellent candidates in my data base for this job. Next time you need a real estate person to join your firm hire a real estate recruiter to find the person for you. Becuase whoever you hired this time has no idea what they are doing.
Chris apa
Monday, May 17, 2010
Wednesday, May 12, 2010
Why use Executive Recruiters in this type of environment?
During a time where there are so many well qualified candidates looking for work, why should companies use Executive Recruiters? I recently visited a potential client and that was the exact question they asked me. And it makes sense. Recruiters, like myself, are not cheap. An ad placed on a job board or in a newspaper can cost a few hundred dollars and my services can cost upwards of a few thousands. But, let me explain the situation this potential client was in. Similar to many firms, they knew they had a need but weren’t exactly sure what that need was, the parameters of the potential position they were looking to add, and whether anyone with the necessary skill set even existed in the marketplace. With so many unknowns, including how many people it might ultimately take to fill this need appropriately and the salary necessary to find the right candidates, it is difficult to know whether the people they are reaching would be possible matches for their position. I told them to go ahead and run the advertisement, but with so many unconfirmed factors the caliber of the resumes they would receive could be well over one hundred and range from inexperienced assistants to seasoned C level executives.
If a company decides to go this route where they will most likely receive a multitude of resumes, they then need to find the time to sort through them all, do an initial screening, and set up at least ten interviews with people of various levels of experience which takes a great deal of time and energy- all for an undefined position the firm has yet to define the parameters of or determine a salary. There is a chance, of course, to identify very good people who may not have the exact experience they are looking for but they see potential. The firm finds a candidate who was making $150K in their last position but due to a challenging economy was laid off. Although the firm has decided to set the salary at $75K for this position the candidate is willing to accept the offer since they need work. Over the course of the next few months the firm invests in training the person and is optimistic it could work out, yet as the economy shifts again and a position similar to their past experience and pay opens up somewhere else they leave and the company is right back to where they started, though now has invested the time, effort, money in a person who ultimately wasn’t the right fit to begin with and they need to go back to square one.
You never know, every situation is different and in some cases it could work out. The client just needs to weigh the pros and cons and see if the risk is worth it to them- it wouldn’t make sense to hire an accountant to construct a building you owned, would it? So to save the initial cost of a few thousand dollars, in the long run it could cost you a loss of ten to twenty times that!
My advice to the client was to go ahead and post an ad and see what happens. I never pressure anyone into using my services. Instead, I prefer to meet with potential clients and hear what their needs are which allows me to access those needs and let them know if it’s possible for one person to accomplish what they are looking for, or if it’s more of a two person job. Then, I will be able to give a salary range of the people already doing this job and I am able to go out and target people doing the exact job the firm is looking to fill. I call into companies and search for people doing the job, then can meet them, go over their backgrounds and asses their goals. Maybe they are looking to move into another area and aren’t interested in doing this job any more. In that case, they aren’t appropriate for me in this search. If they do like their current role, I will ask them why a new position might be more interesting to them. Is it a better organization? An opportunity to grow a team or department? Better location? Salary? If the sole reason is that they are looking for a better salary then they aren’t the right candidate for my search either as that person will jump ship as soon as another more lucrative position comes along. If I truly feel they want to move for the right reason then I will present them to my client. I determine my top five to seven candidates who I feel will fit in with the company culture and will hit the ground running and want to be with the firm for the long haul. Then once the top two candidates are narrowed down I sit down with the client and candidates and go over their concerns or outstanding issues. If and when the concerns on both sides are quelled we will go to the offer stage. We compare an extensive list of salary, bonus potential, benefits, vacation days, sick days, 401K, travel, and so on. Finally, if both sides feel comfortable with the offer a start date is set.
While it would seem that the process is over, our job does not end there. The Bachrach group has been around for over 35 years and will hopefully be around for at least that long in the future. After the placement we will be in contact with the firm and the candidate throughout their tenure so if problems do arise we can be there to help. And if for some reason the candidate does leave the firm we will be right there to replace the candidate for free.
It may seem like a big investment to use a recruiter, and the initial money spent may be more, there is ultimately less cost to your organization and we are able go far above and beyond to make sure your expectations are satisfied and your company is able to thrive in the future.
If a company decides to go this route where they will most likely receive a multitude of resumes, they then need to find the time to sort through them all, do an initial screening, and set up at least ten interviews with people of various levels of experience which takes a great deal of time and energy- all for an undefined position the firm has yet to define the parameters of or determine a salary. There is a chance, of course, to identify very good people who may not have the exact experience they are looking for but they see potential. The firm finds a candidate who was making $150K in their last position but due to a challenging economy was laid off. Although the firm has decided to set the salary at $75K for this position the candidate is willing to accept the offer since they need work. Over the course of the next few months the firm invests in training the person and is optimistic it could work out, yet as the economy shifts again and a position similar to their past experience and pay opens up somewhere else they leave and the company is right back to where they started, though now has invested the time, effort, money in a person who ultimately wasn’t the right fit to begin with and they need to go back to square one.
You never know, every situation is different and in some cases it could work out. The client just needs to weigh the pros and cons and see if the risk is worth it to them- it wouldn’t make sense to hire an accountant to construct a building you owned, would it? So to save the initial cost of a few thousand dollars, in the long run it could cost you a loss of ten to twenty times that!
My advice to the client was to go ahead and post an ad and see what happens. I never pressure anyone into using my services. Instead, I prefer to meet with potential clients and hear what their needs are which allows me to access those needs and let them know if it’s possible for one person to accomplish what they are looking for, or if it’s more of a two person job. Then, I will be able to give a salary range of the people already doing this job and I am able to go out and target people doing the exact job the firm is looking to fill. I call into companies and search for people doing the job, then can meet them, go over their backgrounds and asses their goals. Maybe they are looking to move into another area and aren’t interested in doing this job any more. In that case, they aren’t appropriate for me in this search. If they do like their current role, I will ask them why a new position might be more interesting to them. Is it a better organization? An opportunity to grow a team or department? Better location? Salary? If the sole reason is that they are looking for a better salary then they aren’t the right candidate for my search either as that person will jump ship as soon as another more lucrative position comes along. If I truly feel they want to move for the right reason then I will present them to my client. I determine my top five to seven candidates who I feel will fit in with the company culture and will hit the ground running and want to be with the firm for the long haul. Then once the top two candidates are narrowed down I sit down with the client and candidates and go over their concerns or outstanding issues. If and when the concerns on both sides are quelled we will go to the offer stage. We compare an extensive list of salary, bonus potential, benefits, vacation days, sick days, 401K, travel, and so on. Finally, if both sides feel comfortable with the offer a start date is set.
While it would seem that the process is over, our job does not end there. The Bachrach group has been around for over 35 years and will hopefully be around for at least that long in the future. After the placement we will be in contact with the firm and the candidate throughout their tenure so if problems do arise we can be there to help. And if for some reason the candidate does leave the firm we will be right there to replace the candidate for free.
It may seem like a big investment to use a recruiter, and the initial money spent may be more, there is ultimately less cost to your organization and we are able go far above and beyond to make sure your expectations are satisfied and your company is able to thrive in the future.
Tuesday, March 23, 2010
Initial Posting
Hey Guys,
How are you? This is my first post and need to figure out how to work all this, etc. Give me some time and patience and Ill try my best to provide an informative blog.
Chris Papa
How are you? This is my first post and need to figure out how to work all this, etc. Give me some time and patience and Ill try my best to provide an informative blog.
Chris Papa
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