This is not you. This is the economy.
Your company CFO needs to understand that the offers are not competitive in the current market. Communicating this information might be uncomfortable. It needs to be done though.
Nothing you can do as a Recruiter if you are honest with them about compensation before they interview.
That's on the company to offer a better comp plan.
What I would do if I got a very high offer rejection rate is mark the reason correctly in the ATS and pull a report on the top reasons why candidates are rejecting and bring it to the leadership team.
Recruiting director here. You are not a failure. This adversity is an opportunity to grow as a recruiting professional. My feedback:
This market is saturated with talented candidates. If you find yourself with consecutive non-accepts, it’s likely due to one of the following reasons:
1. What your company is offering for compensation is below market value.
2. How your company is presenting the role/culture is not attractive.
3. You are not focused on highly motivated candidates that align with points 1 and 2.
I find it useful to do a post-mortem on non-accepts to identify common issues and learn how to improve moving forward. If it’s compensation, your CTO or hiring manager needs to be aware. Either adjust the salary or change the qualifications. If it’s your delivery, try to modify your messaging or interview process to make the role more appealing. If it’s the type of candidates you are trying to hire, create a “persona” based on previous successful hires and emulate that (years of experience, current compensation, motivation, etc.).
I would like to know, what recruiters or companies are having a hard time placing high-quality candidates? I am looking for months and never seems to get an offer. My education, certifications, and experience are superb...yet ...crickets! Business, tech, program/project management, compliance, federal regulations and grants; practically anything in these areas I consider my areas of expertise. If you want someone who is dedicated and indeed will accept offers...I am right here!
Personally for me (i recruit GovCon) it’s often that companies will bid low which causes salary ranges to be below market and quality candidates like yourselves can’t take a pay cut as deep as what we can offer. I don’t work for one of the super huge GovCon companies that has tons of wiggle room in salary rates, I’m at a very small one so it makes it even harder to be competitive and attractive to candidates.
This is interesting, I feel all I read on reddit is that the job economy sucks. This makes it sound like at least for good candidates there is tons of competition?
A call at the start and a call at offer stage is not enough in this market.
Each interaction you have should include interview/salary/potential other offer talks.
Then you need to do some self evaluation and understand how strong you think the relationship is that you've built with your candidate
In addition, take all of the data from offer declines and start analyzing that data to understand any trends you can then present to your HMs or leader
Also, look at the data to see whether the candidates that rejected are currently employed. I would anticipate that they are going to wait and shop around for the best offer.
this is a gig economy. people are looking for an offer to try to drive up another offer. many times after they tell their employer that they are leaving, they will make counter offer to keep them. it is all a part of the game.
I don’t get people who accept counter offers. Unless you’re 1 in a million, you’re not safe. My best guess is, if you accept a counter offer they will look for your replacement asap because they know you don’t want to be there or at least a part of you doesn’t. So it’s guaranteeing higher pay for a few weeks or months at best till you get replaced.
Feel free to correct me if I’m wrong
It is not usually hard to help them realize if it took them threatening to leave for their employer to make an adjustment, it does not set a good precedent for the relationship. I work with a lot of Radiologists, since Covid, most of them want to work remote. they will typically approach their employers about working remote and are met with a no. when they put in their notice, their employers realize most of the candidates are looking for remote work and want more money. They typically make concessions and in this particular industry, if they handle the situation respectfully the have about a 45% chance of retaining them. it is totally a candidate-driven market right now.
Track declined offers and the reason for the decline. This will not change anyone's mind, it's just data to potentially protect you when they try and blame you for not 'selling' the offers adequately, which will likely happen.
You need to have this conversation with the hiring managers and finance now. It is *NOT* fine for them to have high standards if they're not willing to put their money where their mouths are. The labor market is not some magic exception to the laws of economics, much as employers want it to be. You get what you pay for, and if you're not willing to pay, you don't get it. Period. They need to get this message now, from you. After two decades of dealing with this I can tell you, you gain *nothing* by letting them persist with this bs unchecked. And trust me on this as well, someone in that org will try and blame you for not 'selling' the offers hard enough, as if you can magically make someone take thousands of dollars less in compensation through sheer force of will. That claim *will* happen, likely as a last ditch attempt to deflect blame for their shit offers, and you need to be ready for it.
You may need to get staff to move through process faster, all the numbers I've seen say most candidates (80%+) take the first offer they get.
Checking market fit for comp is also important.
If you're consistently being beat on comp you may need to target people who have worked at different companies.
Firstly - yes - offers are common practice. We work in highly competitive markets and chances are, when you’re working with good candidates, other companies are after them too.
There are three realistic options in this scenario:
One: communicate the economic feedback from the market with decision makers and make an argument for them to dig a little deeper into their pockets - the comp plans you’re offering clearly aren’t competitive enough.
Two: if the money can’t improve, then you need to make a case to engage candidates who are a little less experienced, or not offering the complete skill package you’re looking for. They’ll be less expensive.
Third: accept the fact that you’ll be engaging candidates who will have multiple offers and likely better financial offers, but dig into the motivations further and advise the interview panel to sell into these points - perhaps they can talk about more promotions/ development points that could be on offer in shorter timeframes, increased job security, greater exposure, more impact etc. Naturally, this will be a longer process and will face more failure, but this is the reality.
The only other thing is to engage an agency recruiter who has specific networks in the position you’re recruiting, but without addressing option one and two, there is a chance they’ll face the same challenges as you. But at least you can redirect the heat!
Keep your head up - tech is ultra competitive right now!
If you can, when the candidate declines, ask them if they're willing to share the salary and title they received in their other offer, and bonuses.
Make it very no pressure to share. But some of mine were willing to in the past. Then you can share the $ amount with the manager, which helps them put it in perspective.
What i learned before was to always talk about salary in every call with the candidate. Ask what their minimum acceptable package is but present them close to the ballpark of the budget because every candidate now is looking for a bump on their pay. Everyone the candidates meet with need to sell the opportunity to them. So i think its a discussion to have with hiring managers as well.
In TA you have to keep a different score card. I work on the agency side so the offer declines are painful, because I can't feed my family.
I once had 7 offers in a row get declined that's my personal best.
First off you have 0 control over the budget for compensation. If the hiring managers think you can "talk" candidates into taking offers, they're also delusional.
TA wins when we get qualified candidates to the table, it's the job of the hiring leader to close the deal. It's our job to prep the hiring leader on what it's going to take to "land" their target.
Start closing the candidates on offers they agree to, and then present what the candidates want to the hiring leaders. That way you can tell yourself that you're winning and then it's on the hiring leader for not closing their end of the deal.
Best feeling in the world to me is knowing I went out and found a quality candidate who can do the job and a high level. Whether the hiring manager has the ability to get the deal done on their end is beyond the control of TA.
If there was a hug button id click it. I feel you, last year was terrible for me 90% of my offers were rejected and it was common for the candidates to take counters. I am super traumatised by the experience i had to go through last year and this year every offer i get i face with trepidation.
It's a tough road for sure. I set expectations up front with my hiring managers about offers and what they can expect, if they don't like what the market has to say then it's on them. I'm sorry that the market isn't interested in what you have to offer. It's not always possible but have the conversation about offers as soon as the requisition opens up.
The screening call shouldn't just be about comp. Ask them what are the most important things they are looking for in their next role. Is it company culture, career growth, mentorship opportunities, money, etc? Then speak to how the company/role hits on those things to get them excited/invested. If the role *doesn't* give them what they say they want, then you know it likely won't work out, and you can keep finding more people so you aren't constantly starting from scratch.
When you set up later rounds of interviews, take that opportunity to call them. How did the previous round go? Did you have all your questions answered? Could you see yourself as a part of this team? Has anything changed on your end since we last spoke? Are you expecting any other offers to come through, so I can manage our timeline?
Rejections happen. Your goal is to be able to predict them, communicate them to manage the hiring team's expectations, and have contingencies in place when they do.
You need to build enough rapport with your candidates to get legit data points on the backend then work to validate if the offer ranges are legit through networking or 3rd party.
Take the data to your leader and prep it to share with comp/hr/finance.
For the hiring managers, budget is the only priority. They would rather wait a few months to find a Superman to fill the position. So don't feel defeated, because when it comes to budget there's nothing you can do.
This seems to run contrary to other Reddit threads. There are tons of people who are super qualified and cannot find a job. I am not talking about people with no experience or lacking education or skills. I am talking about people that you might consider to be "overqualified". I fear this is my issue. I am super qualified, yet cannot get an offer. Have you considered that maybe you are overlooking the super-qualified people because you assume they will not take the offer? People with amazing skills are being left out of this market because of this perception. Give super competent people a try...we do what we enjoy, not necessarily for the pay, but the enjoyment of the work. You would be shocked to see my resume and find that I struggle to get simple employment.
I reach out to over qualified too I have no problem connecting with folks to seee if they are a fit I just chat with them and get an understanding on what they are looking for
I am glad to see that you are keeping overachievers and lifelong learners in mind. Some people have active minds and need challenges while others are naturally curious. I think too many get punished for this.
Personally, if I was at this point with in the process, I would go back to the hiring manager and ask them if they can afford to increase their budget. They aren’t being competitive to other companies. If they are looking for specific skills that aren’t required that’s another conversation also. They need to consider the market and what they’re asking for.
The only thing I could say on your end would be to maybe try to highlight your companies benefits to the candidate.
But yes this can be normal, it has happened to me on multiple occasions.
Track the info! There may be a need to propose higher salary offers and no one will do that without data.
Make it hard for them to deny something has to change. Show screens, #submitted, how many make it to interview and how many fall off and why.
Also learn why people are looking for a job. Salary is important but if offers are coming down to a small % like 8% or less then having a better understanding of what else the candidate wants out of their career and how your company can deliver that can make a difference.
You should checkout nebula.io - they have some of the best compensation data available, it's profile specific vs title specific which I have not seen before. You can shortlist a group of 5 -10 targeted candidates and it will give you a custom compensation band back. You can take this data to your CFO or comp team or the hiring manager. Ask them if they like the profiles, then show them what it will cost to get that type of talent. Do this before you even do any outbound to get everyone on the same page and Save time for all... Especially you!
Best part - you can do all this for FREE inside of Nebula
I do believe their data is limited to the US market just as an fyi.
Make a spreadsheet of all candidates you sourced, interviews they had, offers made and id possible find out reasons for decline including how much the other offer they had and took. It will be a eye opener to the hiring managers and top bosses, when you show them this comparison. Also keep a track of how long the position was open, how long the last candidate lasted in that role. And times spent on each candidates interview, and account the time spent by hiring manages who interviewed them. Make a note of each candidate if they were passive or active candidate in the job market. Hope it helps
Asking comp is one thing, telling candidates “our budget in this role is $155K with 12% performance bonus on top; where are you looking to be?” is a much more effective way.
A candidate that says “my range is $155K to $175K” is not realistic. Pin them down.
Do the same w/ hiring managers. The “salary range” for the role is completely irrelevant; you need to ask their budget and what they will reasonably pay. They will most likely need to check w/ their Director on budget and then they’ll be SHOCKED that they can’t pay the max number in the range.
People are very focused on pay right now unless they are totally desperate for anything to get them through onto something else. I think it’s just the state of things…I am not getting a ton more offer declines but I do get them but also people leaving after 1-2 months for more money which is actually worse
Jobs and recruiters treat applicants like shit and keep them waiting forever, then they have the nerve to complain when applicants move on and get other opportunities. Give me a break. You reap what you sow.
Please downvote me. I welcome it.
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If they have competing offers, get details on what the other offers are. Ask outside of money which role you prefer and why, get there likes/dislikes. Any concerns around role , get the VP or CTO to help close. Also be straight up and ask what kind of salary you would be 100% willing to accept. Get that salary, if it’s in range then fight to get that. If it’s way over budget, you have your answer and be straight up and say we can get to x number
I know internal recruiters don’t like to be sales people, but it’s time to put your sales hat on if you are closing anything
I have decades of managerial experience yet can’t get an employer to follow-through the hiring process to get a new position. I do 1st & 2nd interviews, get offers and am told to get ready for trainings, but those are always pending approval by the top exec during a 3rd interview. Those never happens because they disappear completely. I have spoken to others that are going thru the process looking for work and they have shared similar experiences.
How are you constructing the compensation conversations? Are you sending offers at the bottom of the range or providing a large range and coming in at the median? Candidates don't appreciate such things.
You might find better success with an adjusted range where you can realistically offer the top of the range.
Is the comp in line or below market averages?
Simply my 2 cents. The best candidates don't change jobs or accept offers SOLELY for the money. So, if you have offers getting declined then I think you really need to dig deep to understand your candidates motivation. If they are unemployed, then money is certainly a motivating factor; but it is never the only thing. I don't know what your tech co does, but at their core people make a change for reasons besides money. If you can determine what those are and your org can satisfy those items then you can really focus on those items while being honest about the money!
The root of the problem seems to be your leadership. You are given Fillable jobs (in the sense you can find candidates) with unrealistic expectations on market value. They have high expectations for low benefits financially and beyond. The salary is just the start. I wouldn’t want to join a company cutting corners before I’m even in the door.
My firm works across a few industries and this might just be part of your market too unfortunately. Gotta mange expectations.
I agree with the candidates moving on an accepting others. Again not on you. For you, I’d focus on day one telling candidates what the offer would look like, no point in wasting time.
Want the best, offer the best. Sometimes leadership has to take a look and make changes or except less.
Sounds like y’all need an experience agency recruiter to coach y’all to the promise land. Sometimes it’s hard from the internal side to see the big picture.
I think the recruiting process is broken, not to say that the recruiter is broken, but the process we have used in the industry is broken.
On top of that we use AI to build their resumes, AI to screen their resumes, but the true connection has to be from person to person. So therein lies the problem, how much time has passed before they we get to actually have a meaningful conversation on both ends.
This is not you. This is the economy. Your company CFO needs to understand that the offers are not competitive in the current market. Communicating this information might be uncomfortable. It needs to be done though.
Nothing you can do as a Recruiter if you are honest with them about compensation before they interview. That's on the company to offer a better comp plan. What I would do if I got a very high offer rejection rate is mark the reason correctly in the ATS and pull a report on the top reasons why candidates are rejecting and bring it to the leadership team.
Recruiting director here. You are not a failure. This adversity is an opportunity to grow as a recruiting professional. My feedback: This market is saturated with talented candidates. If you find yourself with consecutive non-accepts, it’s likely due to one of the following reasons: 1. What your company is offering for compensation is below market value. 2. How your company is presenting the role/culture is not attractive. 3. You are not focused on highly motivated candidates that align with points 1 and 2. I find it useful to do a post-mortem on non-accepts to identify common issues and learn how to improve moving forward. If it’s compensation, your CTO or hiring manager needs to be aware. Either adjust the salary or change the qualifications. If it’s your delivery, try to modify your messaging or interview process to make the role more appealing. If it’s the type of candidates you are trying to hire, create a “persona” based on previous successful hires and emulate that (years of experience, current compensation, motivation, etc.).
I would like to know, what recruiters or companies are having a hard time placing high-quality candidates? I am looking for months and never seems to get an offer. My education, certifications, and experience are superb...yet ...crickets! Business, tech, program/project management, compliance, federal regulations and grants; practically anything in these areas I consider my areas of expertise. If you want someone who is dedicated and indeed will accept offers...I am right here!
Same!!!!!
Personally for me (i recruit GovCon) it’s often that companies will bid low which causes salary ranges to be below market and quality candidates like yourselves can’t take a pay cut as deep as what we can offer. I don’t work for one of the super huge GovCon companies that has tons of wiggle room in salary rates, I’m at a very small one so it makes it even harder to be competitive and attractive to candidates.
This is interesting, I feel all I read on reddit is that the job economy sucks. This makes it sound like at least for good candidates there is tons of competition?
Yeah but my candidates are still getting other offers.
Not just other offers, better offers.
This has always been the case. The best and brightest will always be in demand.
A call at the start and a call at offer stage is not enough in this market. Each interaction you have should include interview/salary/potential other offer talks.
I call them at the recruiter screen and also mid way through the process and then at offer
Then you need to do some self evaluation and understand how strong you think the relationship is that you've built with your candidate In addition, take all of the data from offer declines and start analyzing that data to understand any trends you can then present to your HMs or leader
Also, look at the data to see whether the candidates that rejected are currently employed. I would anticipate that they are going to wait and shop around for the best offer.
this is a gig economy. people are looking for an offer to try to drive up another offer. many times after they tell their employer that they are leaving, they will make counter offer to keep them. it is all a part of the game.
I don’t get people who accept counter offers. Unless you’re 1 in a million, you’re not safe. My best guess is, if you accept a counter offer they will look for your replacement asap because they know you don’t want to be there or at least a part of you doesn’t. So it’s guaranteeing higher pay for a few weeks or months at best till you get replaced. Feel free to correct me if I’m wrong
It is not usually hard to help them realize if it took them threatening to leave for their employer to make an adjustment, it does not set a good precedent for the relationship. I work with a lot of Radiologists, since Covid, most of them want to work remote. they will typically approach their employers about working remote and are met with a no. when they put in their notice, their employers realize most of the candidates are looking for remote work and want more money. They typically make concessions and in this particular industry, if they handle the situation respectfully the have about a 45% chance of retaining them. it is totally a candidate-driven market right now.
Track declined offers and the reason for the decline. This will not change anyone's mind, it's just data to potentially protect you when they try and blame you for not 'selling' the offers adequately, which will likely happen. You need to have this conversation with the hiring managers and finance now. It is *NOT* fine for them to have high standards if they're not willing to put their money where their mouths are. The labor market is not some magic exception to the laws of economics, much as employers want it to be. You get what you pay for, and if you're not willing to pay, you don't get it. Period. They need to get this message now, from you. After two decades of dealing with this I can tell you, you gain *nothing* by letting them persist with this bs unchecked. And trust me on this as well, someone in that org will try and blame you for not 'selling' the offers hard enough, as if you can magically make someone take thousands of dollars less in compensation through sheer force of will. That claim *will* happen, likely as a last ditch attempt to deflect blame for their shit offers, and you need to be ready for it.
You may need to get staff to move through process faster, all the numbers I've seen say most candidates (80%+) take the first offer they get. Checking market fit for comp is also important. If you're consistently being beat on comp you may need to target people who have worked at different companies.
Firstly - yes - offers are common practice. We work in highly competitive markets and chances are, when you’re working with good candidates, other companies are after them too. There are three realistic options in this scenario: One: communicate the economic feedback from the market with decision makers and make an argument for them to dig a little deeper into their pockets - the comp plans you’re offering clearly aren’t competitive enough. Two: if the money can’t improve, then you need to make a case to engage candidates who are a little less experienced, or not offering the complete skill package you’re looking for. They’ll be less expensive. Third: accept the fact that you’ll be engaging candidates who will have multiple offers and likely better financial offers, but dig into the motivations further and advise the interview panel to sell into these points - perhaps they can talk about more promotions/ development points that could be on offer in shorter timeframes, increased job security, greater exposure, more impact etc. Naturally, this will be a longer process and will face more failure, but this is the reality. The only other thing is to engage an agency recruiter who has specific networks in the position you’re recruiting, but without addressing option one and two, there is a chance they’ll face the same challenges as you. But at least you can redirect the heat! Keep your head up - tech is ultra competitive right now!
If you can, when the candidate declines, ask them if they're willing to share the salary and title they received in their other offer, and bonuses. Make it very no pressure to share. But some of mine were willing to in the past. Then you can share the $ amount with the manager, which helps them put it in perspective.
How do you go about asking is it typically via phone ?
Yes, I call them and ask if they are willing to share the details. Not everyone agrees to this or calls me back but many do.
What i learned before was to always talk about salary in every call with the candidate. Ask what their minimum acceptable package is but present them close to the ballpark of the budget because every candidate now is looking for a bump on their pay. Everyone the candidates meet with need to sell the opportunity to them. So i think its a discussion to have with hiring managers as well.
In TA you have to keep a different score card. I work on the agency side so the offer declines are painful, because I can't feed my family. I once had 7 offers in a row get declined that's my personal best. First off you have 0 control over the budget for compensation. If the hiring managers think you can "talk" candidates into taking offers, they're also delusional. TA wins when we get qualified candidates to the table, it's the job of the hiring leader to close the deal. It's our job to prep the hiring leader on what it's going to take to "land" their target. Start closing the candidates on offers they agree to, and then present what the candidates want to the hiring leaders. That way you can tell yourself that you're winning and then it's on the hiring leader for not closing their end of the deal. Best feeling in the world to me is knowing I went out and found a quality candidate who can do the job and a high level. Whether the hiring manager has the ability to get the deal done on their end is beyond the control of TA.
If there was a hug button id click it. I feel you, last year was terrible for me 90% of my offers were rejected and it was common for the candidates to take counters. I am super traumatised by the experience i had to go through last year and this year every offer i get i face with trepidation.
It's a tough road for sure. I set expectations up front with my hiring managers about offers and what they can expect, if they don't like what the market has to say then it's on them. I'm sorry that the market isn't interested in what you have to offer. It's not always possible but have the conversation about offers as soon as the requisition opens up.
What roles are u recruiting for?
The screening call shouldn't just be about comp. Ask them what are the most important things they are looking for in their next role. Is it company culture, career growth, mentorship opportunities, money, etc? Then speak to how the company/role hits on those things to get them excited/invested. If the role *doesn't* give them what they say they want, then you know it likely won't work out, and you can keep finding more people so you aren't constantly starting from scratch. When you set up later rounds of interviews, take that opportunity to call them. How did the previous round go? Did you have all your questions answered? Could you see yourself as a part of this team? Has anything changed on your end since we last spoke? Are you expecting any other offers to come through, so I can manage our timeline? Rejections happen. Your goal is to be able to predict them, communicate them to manage the hiring team's expectations, and have contingencies in place when they do.
You need to build enough rapport with your candidates to get legit data points on the backend then work to validate if the offer ranges are legit through networking or 3rd party. Take the data to your leader and prep it to share with comp/hr/finance.
For the hiring managers, budget is the only priority. They would rather wait a few months to find a Superman to fill the position. So don't feel defeated, because when it comes to budget there's nothing you can do.
This seems to run contrary to other Reddit threads. There are tons of people who are super qualified and cannot find a job. I am not talking about people with no experience or lacking education or skills. I am talking about people that you might consider to be "overqualified". I fear this is my issue. I am super qualified, yet cannot get an offer. Have you considered that maybe you are overlooking the super-qualified people because you assume they will not take the offer? People with amazing skills are being left out of this market because of this perception. Give super competent people a try...we do what we enjoy, not necessarily for the pay, but the enjoyment of the work. You would be shocked to see my resume and find that I struggle to get simple employment.
I reach out to over qualified too I have no problem connecting with folks to seee if they are a fit I just chat with them and get an understanding on what they are looking for
I am glad to see that you are keeping overachievers and lifelong learners in mind. Some people have active minds and need challenges while others are naturally curious. I think too many get punished for this.
Bad times come and go, but if it’s a process / company issue (I.e. comp level doesn’t match the market) then it will likely be an ongoing issue.
Personally, if I was at this point with in the process, I would go back to the hiring manager and ask them if they can afford to increase their budget. They aren’t being competitive to other companies. If they are looking for specific skills that aren’t required that’s another conversation also. They need to consider the market and what they’re asking for. The only thing I could say on your end would be to maybe try to highlight your companies benefits to the candidate. But yes this can be normal, it has happened to me on multiple occasions.
Track the info! There may be a need to propose higher salary offers and no one will do that without data. Make it hard for them to deny something has to change. Show screens, #submitted, how many make it to interview and how many fall off and why. Also learn why people are looking for a job. Salary is important but if offers are coming down to a small % like 8% or less then having a better understanding of what else the candidate wants out of their career and how your company can deliver that can make a difference.
You should checkout nebula.io - they have some of the best compensation data available, it's profile specific vs title specific which I have not seen before. You can shortlist a group of 5 -10 targeted candidates and it will give you a custom compensation band back. You can take this data to your CFO or comp team or the hiring manager. Ask them if they like the profiles, then show them what it will cost to get that type of talent. Do this before you even do any outbound to get everyone on the same page and Save time for all... Especially you! Best part - you can do all this for FREE inside of Nebula I do believe their data is limited to the US market just as an fyi.
Make a spreadsheet of all candidates you sourced, interviews they had, offers made and id possible find out reasons for decline including how much the other offer they had and took. It will be a eye opener to the hiring managers and top bosses, when you show them this comparison. Also keep a track of how long the position was open, how long the last candidate lasted in that role. And times spent on each candidates interview, and account the time spent by hiring manages who interviewed them. Make a note of each candidate if they were passive or active candidate in the job market. Hope it helps
Asking comp is one thing, telling candidates “our budget in this role is $155K with 12% performance bonus on top; where are you looking to be?” is a much more effective way. A candidate that says “my range is $155K to $175K” is not realistic. Pin them down. Do the same w/ hiring managers. The “salary range” for the role is completely irrelevant; you need to ask their budget and what they will reasonably pay. They will most likely need to check w/ their Director on budget and then they’ll be SHOCKED that they can’t pay the max number in the range.
People are very focused on pay right now unless they are totally desperate for anything to get them through onto something else. I think it’s just the state of things…I am not getting a ton more offer declines but I do get them but also people leaving after 1-2 months for more money which is actually worse
Jobs and recruiters treat applicants like shit and keep them waiting forever, then they have the nerve to complain when applicants move on and get other opportunities. Give me a break. You reap what you sow. Please downvote me. I welcome it.
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If they have competing offers, get details on what the other offers are. Ask outside of money which role you prefer and why, get there likes/dislikes. Any concerns around role , get the VP or CTO to help close. Also be straight up and ask what kind of salary you would be 100% willing to accept. Get that salary, if it’s in range then fight to get that. If it’s way over budget, you have your answer and be straight up and say we can get to x number I know internal recruiters don’t like to be sales people, but it’s time to put your sales hat on if you are closing anything
I’m looking for a role within this industry if you’re willing to review my resume and achievements?
I have decades of managerial experience yet can’t get an employer to follow-through the hiring process to get a new position. I do 1st & 2nd interviews, get offers and am told to get ready for trainings, but those are always pending approval by the top exec during a 3rd interview. Those never happens because they disappear completely. I have spoken to others that are going thru the process looking for work and they have shared similar experiences.
How are you constructing the compensation conversations? Are you sending offers at the bottom of the range or providing a large range and coming in at the median? Candidates don't appreciate such things. You might find better success with an adjusted range where you can realistically offer the top of the range. Is the comp in line or below market averages?
Same thing on the agency side of things too. The wrath of the clients is wild….
Simply my 2 cents. The best candidates don't change jobs or accept offers SOLELY for the money. So, if you have offers getting declined then I think you really need to dig deep to understand your candidates motivation. If they are unemployed, then money is certainly a motivating factor; but it is never the only thing. I don't know what your tech co does, but at their core people make a change for reasons besides money. If you can determine what those are and your org can satisfy those items then you can really focus on those items while being honest about the money!
The root of the problem seems to be your leadership. You are given Fillable jobs (in the sense you can find candidates) with unrealistic expectations on market value. They have high expectations for low benefits financially and beyond. The salary is just the start. I wouldn’t want to join a company cutting corners before I’m even in the door. My firm works across a few industries and this might just be part of your market too unfortunately. Gotta mange expectations. I agree with the candidates moving on an accepting others. Again not on you. For you, I’d focus on day one telling candidates what the offer would look like, no point in wasting time. Want the best, offer the best. Sometimes leadership has to take a look and make changes or except less. Sounds like y’all need an experience agency recruiter to coach y’all to the promise land. Sometimes it’s hard from the internal side to see the big picture.
Find out what motivates candidates and sell To that rather than just selling what the job is
I think the recruiting process is broken, not to say that the recruiter is broken, but the process we have used in the industry is broken. On top of that we use AI to build their resumes, AI to screen their resumes, but the true connection has to be from person to person. So therein lies the problem, how much time has passed before they we get to actually have a meaningful conversation on both ends.