Recruitment etiquette

[Algarve]

I think I pay all my employees fairly but as a small company with specialised jobs if someone threatened to leave unless they got more money, I'd likely be forced into giving them it.

I'd get rid of them as soon as I found a suitable replacement though.

[bad company]

Algarve said:

I think I pay all my employees fairly but as a small company with specialised jobs if someone threatened to leave unless they got more money, I'd likely be forced into giving them it.

I'd get rid of them as soon as I found a suitable replacement though.

That’s not really the way it generally happens.

The usual scenario is that the employee for whatever reason starts looking around. They’ll attend some interviews and get an offer they like. When they resign their existing firm realise how hard and expensive it could be to find a replacement, hence the counter offer.

I don’t think many play the market as a tactic to get more money from their current employer.

[Gargamel]

Scabutz said:

Yeah, all of them subscribe to the "throw enough st at the wall, some of it will stick"

Clearly some rec con somewhere crossed you.

In the end for almost every job there is someone else. But I was more thinking of the client found two capable candidates from the shortlist, offers one, but would be happy to hire the second.

A lot depends on the process I guess, if you have been interviewed four or five times over several weeks, then in many ways by the time the offer comes, you should really be able to decide quickly. What don’t you know today that might influence the decision?

[vaud]

bad company said:

anxious_ant said:

Is it common for a recruitment consultant slash headhunter to field multiple candidates for same role?

Why not? The client will probably want to interview 5-6 candidates for the job.

Depends... bit too open a question. It does in part depend on what the client has asked for and how niche the role is.

For many roles that I hire to, I would expect the consultant to be able to long list 3-5 candidates matching the role description to varying levels. I never expect a perfect fit and some of the best candidates that I have hired were only 70%-80% fit but had a tremendous hunger and drive to close the gap, and had something else to offer, or an additional depth of experience that I had not specified (e.g. NED/trustee for a charity)

[Scabutz]

Gargamel said:

Scabutz said:

Yeah, all of them subscribe to the "throw enough st at the wall, some of it will stick"

Clearly some rec con somewhere crossed you.

In the end for almost every job there is someone else. But I was more thinking of the client found two capable candidates from the shortlist, offers one, but would be happy to hire the second.

A lot depends on the process I guess, if you have been interviewed four or five times over several weeks, then in many ways by the time the offer comes, you should really be able to decide quickly. What don’t you know today that might influence the decision?

Not especially. Perhaps other industries are better but IT dev it's very much like this. As a hiring manager what we ask for is irrelevant we will get sent every CV they come across. Most of which are very poor.

[bad company]

Scabutz said:

Not especially. Perhaps other industries are better but IT dev it's very much like this. As a hiring manager what we ask for is irrelevant we will get sent every CV they come across. Most of which are very poor.

I’d suggest that you’re either not giving the agency sufficient information about your requirements or using multiple agents competing to fill the same job. That usually results in a ‘cv race’ which isn’t good.

[anxious_ant]

Thanks again all for the insightful feedback.

Personally I’m not one to threaten to leave for a better pay. I’m always loyal to my current employer and will consider other opportunities when I have concerns on current role.

There is always a risk starting a new job due to the protection offered for over 2 years service.

[anxious_ant]

bad company said:

That’s not really the way it generally happens.

The usual scenario is that the employee for whatever reason starts looking around. They’ll attend some interviews and get an offer they like. When they resign their existing firm realise how hard and expensive it could be to find a replacement, hence the counter offer.

I don’t think many play the market as a tactic to get more money from their current employer.

Thoroughly agree with this.