August 18, 2011
Salary Negotiation – Tips You Can Use In Any Job Market
 Shannon Tinker By Shannon Tinker
The ‘how to’ of negotiating salaries has likely been a hot topic since the invention of employment. In reality, there are no hard and fast rules for determining salary and an Internet search on salaries can sometimes prove helpful and other times is sadly, misleading. (more…)
July 7, 2011
Shannon Tinker Hiring the Right Candidate:
Set Bait, Cut Bait
By Shannon Tinker
While staffing industry pros are acutely aware of the ins and outs of finding and closing candidates, I’d bet the rest of the world doesn’t spend much time contemplating the hiring process. In fact, during a candidate rich market, employers may land their dream candidate by skipping a bunch of hiring “steps,” including “the close.” But what happens when the market shifts?
An improving job market isn’t all roses and smiley faces. Simple supply and demand dictates, and unfortunately a flourishing job market also, lead to losing more candidates to competing opportunities. While tragic, some losses are unavoidable. Yet, other times a quick re-read of the “Closing Candidates 101” handbook may give you the upper hand.
Closing the right candidate really requires little or no sales ability whatsoever and is remarkably simple. Really. (more…)
June 15, 2011
Shannon Tinker Employers Beware:
When Social Media Says Too Much…
By Shannon Tinker
This month, Redfish explores the importance of background checks and references before extending a candidate a job offer. Responsible hiring decisions usually include basic steps to double-check that a candidate’s credentials are legit. With an applicant’s consent, employers can quickly get reports about a candidate’s credit and criminal record, and this is perfectly legal.
In addition to old school, traditional background and reference checks, employers now have access to data that would make even the most seasoned Private Investigator blush. Social media has opened the playing field making it fairly easy to gather personal information about most of the computer using public. Employers can learn a lot about a job seeker through her online profile, in fact, if they’re not careful, they can learn too much. (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…)
September 27, 2010
Tips for Finding a New Job While You Are Currently Employed
The current job market is not ideal and there is uncertainty; that said there are great career opportunities out there. If you are currently employed it is more difficult to conduct a job search, but it can be done smartly and respectfully. Here are some tips for a productive job search while currently employed, and moving on with grace:
Confidentiality
Job hunting while you are employed can be tricky. You don’t want to burn bridges or be replaced before you have found your dream job. While in general the more people who know you are looking, the easier for people to find you, this is not an option when you need to keep your current employment. Conducting a job search confidentially means choosing the people you tell wisely. Typically you wouldn’t include your co-workers, upper management, or company contacts in this secret. Working with a recruiter will protect your identity until mutual interest with a prospective employer is established. When you do have an interview, let the company know that your job search is confidential. (more…)
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