August 9, 2011
To Counter Offer or Not to Counter Offer? Part 2
In part one of this article, we considered the costs of recruiting, hiring, and training as well costs of a bad hire and the opportunity costs involved when a valued executive’s departure leaves the company in the lurch. Can you avoid this hassle and extra cost? Should you making him a counter offer and keeping the team intact, the projects on time, the sales meeting on track, the product launch as planned?
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August 1, 2011
To Counter Offer or Not to Counter Offer?
Whether a prized executive has been actively looking for another opportunity, or unexpectedly recruited for a new position, should you make a counter offer to keep him or her? (more…)
July 20, 2011
The Anatomy of a Job Description, and Other Pointers
 Ryan Thomson
By Ryan Thomson,
Executive Recruiter,
Clean Tech Talent Division
What is the purpose of a job description? It is of course an administrative document. It does serve to establish a description of an employment work contract. But in terms of recruitment, it is a marketing tool that should attract the attention of the talent you are seeking. (more…)
June 20, 2011
How To Evaluate a Job Offer
Congratulations! You’ve received a job offer. Now what?
First of all, ask yourself if you want this job. Hopefully you spent the time up front to evaluate the company and the position prior to pursuing it. Sometimes things happen faster than you expect and you haven’t fully explored the opportunity. There are a lot of important aspects to research and consider when you are evaluating an employment opportunity. The more you know before the offer, the better position you’ll be in.
A company’s values, vision and corporate culture are going to fundamentally affect you on a daily basis. Does the company you are evaluating motivate and speak to you? Do you feel like it will be a fit with your personality and work style? Just as dating someone with a fundamentally different belief system would be a great challenge, so will working for a company where you do not buy into the mission and vision. (more…)
October 26, 2010
Make Your Offer Bullet-Proof; Close the Candidate from the Get-Go
The cost of hiring is significant. It starts with the effort undertaken by the hiring manager, HR and participating staff. Much time is invested from studying the department’s need and formulating the requirements, to advertising, recruiting and interviewing. Once you find the right candidate, you are almost there. But it’s not over yet.
Despite the high unemployment rate, it is not a slam dunk. Many good candidates are receiving multiple offers, and many applicants are still employed and need to be certain that your company is the right move for them at this time. You need to sell the company and the opportunity. You need to close the candidate. (more…)
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