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Author name: Troy Saddler

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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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The Great Departure – A Recruiter’s Guide To Retaining Your Best Talent

Career Insight, Employer Insight /

As a talent partner to some great organizations, I’ve seen my fair share of turnover (admittedly, this is not terrible for my line of work). It pains me whenever I see a good employee leave a company for reasons that could have been remediated or altogether avoided. The sad part is that there are normally warning signs that those in positions of leadership fail to see or completely ignore. If you’ve recently had to deal with an increased number of people running away from your leadership, then chances are there could be an underlying issue related to your approach to handling those relationships. Here are some of the common mistakes I’ve personally noticed amongst leaders: They adopt a standalone leadership style – It’s common for some leaders to manage their teams from their own little remote island. If this is you, then you’ll have a difficult time building good camaraderie and chemistry within your team.  This has been exacerbated by covid and the rise in remote & hybrid working arrangements, some of which is necessary due to legitimate personal circumstances, but some accommodated merely out of convenience or preference. I caution you not to operate as a separate entity from your team, only making appearances when it is in your best interest to do so. They neglect to say, “Good morning!” – This sounds insignificant, but acknowledging your team when you walk into the office in the mornings or during a morning video touchpoint is vital to building a healthy & friendly team culture. It is human nature to emotionally disconnect from an environment or from a relationship when you are not acknowledged or made to feel important. Try your best not to fall into the trap of making your best people feel like you are doing them a favour by allowing them to be on your team. They treat their people like cattle – Average employees who are only working for a pay cheque may not mind being herded around like cattle, but for top-performers who care about their work and the impact it has on a company and the world around them, they prefer a more personalized & kind approach to the leader/employee relationship. This mindset is more common amongst larger organizations with multiple departments/layers, but within your immediate team, endeavour to be a welcoming and engaging leader who treats everyone with respect & dignity. They don’t listen – This is where most people in positions of leadership lose the respect of their team and subsequently see higher levels of turnover. We say we are listening to our best employees, but our actions suggest otherwise. Common examples of this disconnect could be not addressing grievances that have been raised by an employee or failing to recognize an employee’s strengths and leveraging those strengths across the organization accordingly. Also, refrain from creating a culture where fingers are pointed and blame is assigned when things go wrong, or an employee leaves the company. People normally quit as a result of feeling unrecognized for their contributions, feeling detached from their boss or team, having unattainable carrots dangled over their heads, or being forced into roles that they don’t enjoy doing. There is no work-life balance – This should go without saying and in this post-covid climate, but it is imperative that leaders offer their employees a balance that includes time in the office and time away from the office when it’s necessary to do so. They delegate & micromanage at the same time – Are you one of those leaders who assigns a task to a member of your team, only to obsessively over-manage the way they complete the task? If this is you, then stop this immediately. Nothing is more demoralizing for a team then to not have the trust from their leader or room to make mistakes and learn from them. Delegate and cut the strings immediately, only lending oversight when it’s asked for or clearly needed. Final thoughts: At some point, you’ll need to face the hard truth that the problem could be you, but the good news is that we are all learning how to be better leaders. If this latest article has highlighted some points that are relevant to you, then please, for the sake of those under you, take the necessary steps to improve your approach to dealing with people and problems. Feel free to leave a comment or reach out to me directly if you have any questions. Remember, leadership is a privilege, not a right. Lead with your heart and don’t be too prideful to apologize. All the best to you, my fellow leaders.

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Sunday Scaries

Career Insight, Inspiration /

There is a new phenomenon in the land known as the “Sunday Scaries”. This is used to describe the anxiety that many US workers experience the night before heading back to work Monday morning. I can only imagine how traumatic this must be for the people who experience this sort of anxiety. At its core, this anxiety can be directly attributed to one’s displeasure with their profession, their company, or their work environment. If you find yourself loathing your Monday morning experience, then the timing might be right to do a career reflection and an honest re-evaluation of what’s important to you. What you do as a profession should complement your life, not take away from it. It should be rewarding and bring your existence deeper meaning. You are labouring for more than just a title or salary, and I’ve noticed that those who love what they do, end up having the greatest impact on the companies they work for and the lives around them.

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3 Clear Cut Signs That Your Interview Went Well & An Offer Could Be Imminent

Career Insight, Career Preparation, Inspiration, Job Interviewing Tips /

I’ve facilitated many interviews during my career as a recruiter, the vast majority leading to positive results (thankfully). As a job seeker or passive candidate, there are usually signs that your interview is heading in a good direction. In this week’s post, I’ve highlighted 3 clear cut indicators that you’ve likely won the favour of the hiring manager and could be receiving a formal offer of employment in the near future. The top 3 signs are outlined below… Disclaimer: Even if these signs occur in your interview, that does not necessarily mean that you are the frontrunner for the position, or likely to receive an offer. It definitely positions you well, but don’t take your foot off the gas. Thinking you have the interview in the bag could lull you into a state of complacency that could end up derailing things for you. Stay humble, stay focused, and know that at every step of the process, you are being “interviewed”. We wish you the best in your pursuit of greatness.

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How To Strategically Carve Out Your Next Position – 4 Action Steps

Career Insight, Career Preparation, Inspiration /

As a recruiter, I’ve facilitated a considerable amount of career changes over my career, with the majority of those coming from candidates who were not necessarily in the job market (commonly known as passive candidates) but were willing to entertain something new if it truly represented a good career move for them. In fact, some of my most memorable candidate experiences have come from those who were gainfully employed, high performers. Career moves at all levels should be well-thought out and your reasons/motives should be clear in your mind and clearly articulated to a potential new employer. This is where having a career coach or a trusted recruiter 😉 can work wonders for you. For most professionals in their field of expertise, whether passive or an active job seeker, there are practical steps that you can take to position yourself for your next career move. Here are my top 4! Let’s face it, changing careers is daunting for most people. Preparation is key and remember, what you do as a profession should be rewarding and bring your life deeper meaning. You are working for more than just a pay cheque, and I’ve noticed that those who love what they do, end up making the most money. Be courageous in your pursuit of greatness!

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