Get the Big Picture from Your RPO Recruiter
Conor DoneganIf you’re in the RPO industry, you’ve heard this question constantly: "Why would businesses with internal HR need the services of an RPO?"
To me, I feel like one of the most undervalued things we do in this business is potentially one of the most important to our clients. It goes without saying that as an RPO partner it’s important to work closely with hiring managers in order to best understand what they are looking for in their positions, which are often times very hard to fill roles. In RPO one of the jobs of a recruiter is to work with candidates to find the right fit for the right reasons. That being said, with such important and niche roles to work on, it’s crucial that the candidates whom recruiters present to their hiring managers have been completely vetted. I can think of a great example where we were able to deliver the best candidate we had for a high value position even after they were offered a much higher counter-offer.
Before I got into this business, it never occurred to me that people would switch jobs for anything other than a pay raise. After all, I thought, salary is the real mark of success and satisfaction in one's career. Man, was I wrong.
I don't mean to trivialize the importance of salary in offer negotiations, mind you. It plays a huge role. But if there are overlying concerns about your current situation - the direction of the organization, the lack of responsibility, the banality of the work - having a few extra thousand dollars thrown at you probably won't make a huge difference.
My team recently worked with a candidate for a position with one of our largest clients who fell into this category. This guy was a real rock star in his field and as soon as the interview was over, the manager called to tell us that she was ready to make an offer. When we got to the negotiation stage, however, we hit a snag. His current company had caught wind that he was planning on jumping ship - and presented him with a counter offer that was outside of our client's budget.
At this point, the manager assumed that we would be throwing in the towel and starting over from scratch. We asked her, however, to give us a day or two and see what could be done. During subsequent conversations with the candidate, we delved into the real issues that had made him consider switching jobs in the first place. A big part of this process was building a trusting relationship with the individual that made it clear we were genuinely committed to getting him the best outcome. In the end, he decided that our client truly did have a lot more to offer, and we’re thrilled to report that he's been part of that team for three months now.
That's really a big part of what recruiters do - showing candidates the big picture of how tenure with one of our clients could be more beneficial for them in the long run. I think my story is just an example of how a good RPO team digs deeper into what the candidate may want aside from just monetary factors, and find ways to work out an agreement that leaves both sides happy. More often than not, we bring up points that aren't immediately apparent to the candidate, but ultimately make the key difference in their thought process. It really takes a great deal of objectivity when molding these initial relationships that is best found in a source outside the hiring company, and it feels good when we provide that essential service to our clients. We like to think, however, that the feeling is even better for those we work with.
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