Talent Search Partners, Inc.

TALENT SEARCH PARTNERS, INC.

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Author name: Troy Saddler

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Thanks For Another Great Hire, Troy! So, How Do I Retain This Talent?

Employer Insight, Inspiration /

One of the weaknesses of business leaders is their inability to cultivate a culture that grooms talent, and to make sure that their top performers are put on a career path that leads to new challenges, personal development, and ultimately, financial gain. Let’s not trivialize the importance of the financial motivation. Dangling carrots is not only insulting, but it’s the easiest way to kick your best producers out of your company. If you as a leader for your group, division, branch, or office, have not crafted a clear and realistic career path for your top performers that will allow them to see continuous growth in their profession and fresh challenges, then I’m afraid that it’s only a matter of time until your roster thins out. This career path program should be monitored closely and fine-tuned periodically. You should be talking to your people about their career goals, and aligning them with the resources, tools, and training to get them to where they need to be. If you don’t, then your competitor will. And don’t be so egotistical to pretend that it doesn’t matter to see your best walk out your door – the cost to hire is far greater than the cost to take care of your people in the first place.

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“I Respectfully Declined The Search Assignment”

Career Insight, Recruitment /

Hiring Authorities have a responsibility to qualify their recruitment partners. The model has been fractured for years and it will only improve if both sides are willing to take an honest look at how they’ve been handling the relationship. There is a lack of trust (and with good reason) when it comes to the recruitment profession and hiring managers have failed to leverage the skills and network of a good recruitment partner. The only way to change this paradigm is by having conversations. You shouldn’t complain about the crookedness of recruiters when you’ve engaged in transactional behaviour that fosters similar actions from that recruiter. A good recruiter can be an extension of your company if they are leveraged properly. I had a conversation this week with a hiring manager who is looking to fill a vacancy for an employee who is leaving to pursue higher education. I was told that they already had 3-4 agencies on the search, but they were willing to let me run with it to see what I could come up with. I respectfully declined the search assignment. Too many recruiters work from a place of desperation and take anything that a hiring manager flings at them. They engage in these scavenger hunts against their better judgement and realize very quickly in the process that they’ve wasted their time with a search that had a low barrier to entry, and an even lower barrier to exit. The misconception is that the more eyes (i.e., recruitment agencies) you have on a given search, the greater the chances of finding that ideal candidate. This is absurdly incorrect!! This is precisely why ghosting is a thing. Our brand has been designed to change the narrative around the recruitment profession and to inject some much-needed credibility back into this industry. The secret sauce is really not a secret – return phone calls and emails and do what you said you would do! I don’t get the disconnect, but I’m working to repair the breach, one phone call at a time.

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Counteroffers – Part 3 (Candidate Story)

Career Insight, Career Preparation /

February 1st, 2022 – The following counteroffer took place… …I was moments away from finalizing a major deal for a new Chief Financial Officer for a manufacturing customer of mine… After presenting the offer to my candidate, the following conversation took place… Candidate: Don’t worry, Troy. The only way I don’t take this offer is if they throw “stupid money” at me (Stupid Money = an exorbitant amount of money that you’d be stupid to walk away from). Me: Okay, let me know how it goes (an hour or so later) Candidate: So, I just had that conversation with the owner of the company and they offered me stupid money…………I think I’m going to stay where I’m at. I’m sorry, Troy. May 10th, 2024 – This is precisely why you should never accept a counteroffer from your current employer! It’s been over 2 years since this candidate took the counteroffer from his company. I decided to call him today… It’s not good news! Shortly after accepting the counter, he was approached by senior management and told that they were hiring another CFO and that his role would become redundant. He was given time to find another position while they transitioned this new CFO into the company. He was paid during that time, but not given a severance. “…I should’ve listened to you, Troy…” For those wondering whether I said, “I told you so!” I held my peace. This was not an “I told you so” moment – it never is… It was a lighthearted conversation, and it was great to catch up with him… I could tell that it was a learning experience for him, and reaffirmed to me that counteroffers may seem attractive in the moment, but you’ll face the consequences of your decision at some point… The candidate remains a top prospect in my mind, and I hope to work with him again!

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All She Wanted Was A Call Back (A Note To Recruiters)

Inspiration, Recruitment /

My Wife had a personal breakthrough today… After taking 5 years off to raise our 2 kids, she decided to jump back into the workforce. It’s been a few weeks since her search started, and it has been an emotional rollercoaster to say the least. But today was different… After many applications, rejections, & attempts to reach recruiters via phone and email, she finally received a call back from one of them today. All she wanted was a call back! The fact that the recruiter couldn’t do anything for her in that moment is secondary… All she wanted was a call back! That call back to acknowledge her resume provided the hope that she needed to keep going… The value that recruiters can bring to people’s lives is immeasurable… The simple act of returning an applicant’s phone call could be the difference between them giving up or pressing on… Let’s strive to be remembered for more than just the money we made.

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HIRING MANAGER! Ask That Recruiter These 5 Questions Before Proceeding

Employer Insight, Recruitment /

A few months back I wrote a blog article about the questions candidates should ask recruiters every time they are approached about a new career opportunity. As I was driving back from my local farmers market this morning, it dawned on me that hiring managers have an equal responsibility to properly screen their recruitment partners and to go beyond the surface questions like, “what is your fee and what is your candidate guarantee period?” These are important, but I’d encourage you to dig deeper to unearth the quality and motivation of that recruiter. The reason why ghosting exists is because the proper steps towards due diligence are not being considered. Both sides are unfortunately engaging in transactional, “show me what you got now” type of behaviour, and they’ve forgotten that the best relationships are based on communication and trust. That first intake call between a recruiter and the hiring manager/human resources should set the tone for the future relationship and establish credibility from both sides. These are some of the questions that I believe every HR representative or hiring authority within an organization should ask during that next call: 1. Do you have client & candidate references who can vouch for what you’ve just described to me? 2. Tell me about your value-add beyond just supplying resumes? 3. We have a valued partner at the moment that we’ve had reasonable success with, and they haven’t given us a reason to look elsewhere. Why should we work with you? 4. What has been your longest search to date? (If the answer is more than 6 months, the next question should be, what compelled you to stick with one search for that length of time?) 5. Your fee works for us, but it’s incredibly low. Why is that the case? The key is to be informed and to ask the right questions. I’ve heard countless remarks about the poor quality of recruiters and how bad we are to deal with, but what are you as an organization doing to make sure that you partner with the right recruiter. You are willing to vet every other 3rd party organization that you work with, why not do the same with your recruitment partner? Hiring Managers – reach out to me if you’d like to set up a 30-minute consultation around this topic.

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Career Move Regret – How To Avoid It

Career Insight, Career Preparation, Job Interviewing Tips /

Most candidates don’t know how to properly qualify a position that they are interested in. The most generic questions that candidates ask hiring managers when interviewing for a new position are: 1. What is the salary range for this position? 2. Can I work from home? 3. What are the primary tasks related to this position? All important questions, but in order to really get to the core of the position in question, you’ll need to be more thoughtful and strategic with your line of questioning. The heart of this issue is that most people have not been trained to ask good questions. They make decisions based on superficial questions & superficial answers that sound reasonable to them, not realizing that there is so much more to a career opportunity than the 3 questions mentioned above. I’ve outlined some thought-provoking questions that will help you make better career decisions: 1. Why is this position available? (Asking “why” is one of the most important questions you can ask in life). Don’t take anything at face value. Question the legitimacy of the position that you are applying for. 2. If you don’t fill this position, how will that impact your business 6 months to 1-year from now? If an employer cannot provide a credible business case for this position, then I would question the significance of the role and whether the position has support from the leadership team within the company. 3. What are some of the investments you’ve made in the growth plans you’ve outlined? “You say you want to be a market leader in the development of……, but what are some of the steps you have taken towards accomplishing this objective? What is your timeline for delivering this product/software to market? What happens if you don’t meet this deadline?” 4. How will your personal role be improved/impacted by filling this position? Again, dissect the relevance of this position to your immediate manager/team and to the organization. 5. Since I have to relocate for this position, how will the company support my relocation plans? Don’t always attach a $ sign to this. Is the company expecting you to figure out the move on your own or are they willing and able to provide ongoing personal support to you where necessary. I’ve seen many positions that have involved relocation fall by the wayside. Again, these are basic questions in theory that any reasonably minded hiring manager should have the answers for. If they don’t, question that, “Why don’t you have an answer to this question?” There is more to a career than money or whether you can work remotely. As a Recruiter, I can tell a lot about the quality of a candidate simply from the questions they ask me. I can’t tell you how many calls I’ve had with people who have told me that things didn’t work out the way it was advertised to them, or there was a significant change in the structure of the position that caused their layoff or forced them to resign. Things happen, but there’s a lot you can uncover by simply asking better questions. If you’d like to set up a personal coaching session on this, please reach out to me directly.

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Good Habits – A Memoir To Future Recruitment Professionals

Career Insight, Inspiration, Recruitment /

Budding RECRUITERS – Congratulations on choosing recruitment as your career path. You are in for a rollercoaster ride like you’ve never experienced before. It’s a demanding career but has no ceiling to financial gains. It will test you in ways you’ve never been tested before, but you will learn something new everyday. Your backbone & character will benefit from the losses, and you will remain humble during the wins. Your days will be long, but you will sleep well at night knowing that you did things the right way. My advice to anyone who is thinking about a long-term career path in recruitment: 1️⃣ Sit under a veteran in the industry who has tried & tested experience, who will teach you proper habits and help develop your character.2️⃣ Learn from your failures, but don’t cling to them. Celebrate wins and move on quickly.3️⃣ Don’t be in a rush to start your own recruitment agency. The barrier to entry is low in recruitment, but the turnover is endless.4️⃣ Devote as much time as you can to this profession. Take calls after regular hours and on weekends, and keep developing your skills.5️⃣ Return phone calls from candidates you can’t place.6️⃣ Meet with as many people as possible.7️⃣ Find a niche and build your knowledge in that area.8️⃣ Treat people with respect and they will bless you. The financial gains will come if you do everything I’ve listed. All the best to you as you grow in your career!

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The Perfect Match: How To Choose The Right Recruiter For Your Next Career Move? (Questions That Every Candidate Should Ask Their Recruitment Partner & What To Beware Of!)

Career Insight, Career Preparation, Inspiration /

A credible recruiter takes you on a career exploration that hopefully leads to personal freedom and professional development. Before that exploration commences, that recruiter will ask the candidate some qualifying questions to better understand their current situation, educational background, work history, goals, ambitions, family life, etc. The answers to these screening questions will determine whether that candidate will proceed to a next step with the client or be passed into a pipeline for future roles & consideration. This candidate qualifying process is fundamental and sets the tone for future conversations. This qualifying process works both ways, and candidates should be just as prudent in how they select a recruitment partner as recruiters are about which candidates they decide to work with. If you are not asking questions to better understand your recruiter to help you determine whether they are the right partner for your next career move, then this article is timely. You wouldn’t put your health in the hands of just anyone, and neither should you with your career. What you do as a profession consumes the vast majority of your waking hours, and choosing the right recruiter will not only make the career search more fulfilling and enjoyable, but in the end, you’ll know that you landed with the right company. Afterall, this is about your family, your career, your professional development, and your quality of life. Before deciding whether to partner with that recruiter, please consider asking them the following questions (in no particular order of priority): Recruiters/Agencies are a dime a dozen, but a Recruiter who respects his craft is resilient, understands his purpose, and isn’t afraid to hold hiring authorities & candidates accountable. Whether you are an active job seeker or a passive candidate looking to take a leap into the market, make your decision wisely and do what is best for your career by choosing the right Recruiter. Be prepared for that next conversation & I wish you the best in your pursuit of greatness!

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Counteroffers – Part 2 (What They Don’t Tell You)

Career Insight, Career Preparation /

CANDIDATES – If you are faced with a counteroffer from your current employer, please keep the following in mind: 1.      Your current employer is going to remember that you tried to leave once2.      Your current employer is going to remember that sick day or unexplained “family emergency” that pulled you away for half a day all so that you could meet with another company3.      Your growth at that company could likely hit a ceiling. Meaning, don’t expect to be considered for future promotions or increases in the future4.      They are going to remember that you backed them into a corner and forced their hand for more money When faced with a counteroffer, remember the reasons that made you search for or entertain a new opportunity to begin with. If there are issues at your current employer, then a new position or an increase in pay will not make those issues magically disappear. Ethically, remember that you’ve given your word to another company if you’ve already signed their offer and your reputation is on the line (most may not care about the latter). Balance is key – I’m not saying not to consider or accept a counteroffer, but do your due diligence. Evaluate the motivation(s) behind it, and make sure that you are doing what’s in your best interest for the long-term. Lastly, be honest with yourself and with your current employer and don’t burn any bridges behind you.

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“Things”

Inspiration /

No matter what you do as a profession, balance is key. If you’ve reached the pinnacle of success in your career, congratulations are in order. You’ve made your dreams a reality and you’re enjoying the fruits of your labour. Now what? I’m a believer in daily self examinations. No matter how successful you are, an honest analysis of self will reveal areas that can be tweaked or altogether purged. Titles are great and money is a necessary resource to exist in this life. I’m not discrediting the importance of “things”. My concern is the relentless pursuit of “things” at the expense of your peace. I’m not perfect, but at the end of they day once I’ve closed my laptop and put away my JBL headphones, I have a beautiful Wife and 2 lovely Children that are waiting for me. My kids don’t care whether I’ve closed another deal that I’ve been working for on for 6 months. They just want uninterrupted quality time with their Daddy (…I can do better in this area). My workday is unpredictable and doesn’t always yield the results I want, but those moments are worth it when I get to see the people I love the most at the end of it. Cherish the people around you, and remember you are working for more than just a pay cheque. Life is sweeter when there is balance.

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