Remember the Teeter Totter?

Do you remember the Teeter Totter that was in the playground behind your elementary school? The fun came when you and a friend jumped on opposite ends of the long wooden board and took turns being “up” and then being “down”. The trick was getting off, this is what required the skill, one rider needed to slide off but not let go of the teeter board since they had to let the other person down slowly. Without this consideration the other person would be sure to hit the ground with a THUMP.

As our group at Next Iteration works with healthcare professionals that are transitioning from one position to the next we keep in mind the lessons from the Teeter Totter. This being that it is important to ease out of the position that you are leaving to soften the blow for the group that you are leaving behind. So if you are in the midst of a search for a new job and anticipate that you will be leaving your current group here are a few recommendations…

• Finish: If you have ongoing projects try to wrap them up, or at least get them to a position where they can be handed off.
• Organize: Make sure that all of your work is organized and complete.
• Schedule: When possible try to lighten your work schedule so that when you resign there are fewer spots to fill.
• Cross Train: If you have unique knowledge/responsibility then consider bringing another peer up to speed on what you know that they do not.
• Document: Be extra sure to document everything that you do, leaving a strong paper trail will help the rest of the group when you are gone
  

The world is not flat, but it is small; putting some consideration into how you are leaving your current position is well worth the time and effort. Just like the Teeter Totter the group you are with are the ones that you have had fun playing with, it may be time to get off and move on to other fun stuff, just don’t jump off too quickly. If you THUMP the person on the other end it is sure to leave them with a bad memory of you!

Happy and Healthy Hiring.

One successful candidate and employer at a time.

Lynden

Negotiating the Salary – Budget Busters are a NO NO

Every time we approach the negotiation stage of our process with a candidate, we walk boldly and carefully. There are usually three things that we abide by:

1) Candidate’s expectations will be high
2) Client’s expectations will be low
3) It is our job to facilitate getting both of them to an acceptable middle.

We never discuss “ranges” with candidates, but always we know them. What we strive to do right with all of our clients is assure the candidate agrees (preclosing over and over) to accept compensation within the range that we know the client has designated. Rarely will we present a candidate whose current comp package is at or beyond the range the client has stated. We all know, the compensation offer must be a win for the candidate in order for her/him to accept

Everyone fails when the recruiter presents candidates who are too high in current salary/compensation. The candidate experiences disappointment because s/he believes that the client should come up in salary to at least the level they are currently being paid; the client knows s/he can’t go beyond the stated range; and the recruiter fails because the equation is no win – or win-lose. Both the candidate and the client have to wonder about a recruiting professional who represents a candidate or a position that isn’t a good fit.

All in all, advice to candidates and to clients is to be clear early in the process about the comp to be offered and the expectations of the candidate – clarity is what makes the negotiations a win with the right candidate.

Happy and healthy hiring.

Success by design – negotiating well for our clients one candidate at a time!

Lynden

www.NextIteration.net and www.NIHealthJobs.com

And the Candidate ALWAYS Says, "The Interview Was Great!"

We talk with candidates and clients all the time after the interview. In ten years of debriefing as a recruiter and another ten years as a hiring authority, I’ve only twice had a candidate say “I knew in an instant it wasn’t for me or the interview went badly.” Usually feedback from the candidate is always, “I really enjoyed it and thought it went well.” There might be some mild variation on that tune, but by and large we’ve determined that the candidate debrief is important; however the client debrief is most relevant. In fact in our firm in the interest of efficiency, we’ve flopped how we usually do post interview debrief. Now we talk with the client before the candidate. Then if the client has determined no go about the candidate – then we can efficiently dispatch the clients intention professionally without prolonging the “agony” for the candidate.


Success by Design – one client and candidate at a time.

What career is captivating you?

Lynden

Job Searching in a Tight Market – What’s a Candidate To Do?

If you read the headlines about the woes of the US economy, you could be very worried about making a job change at this time or about the likelihood of succeeding in a search. However, what you need to know is that the reality isn’t quite as it might seem. While there are segments that are in pain, the financial industry and the construction industries are top of mind examples now – others remain very tight.

While it is true that many of your personal costs are going up (gas and food) and that there has been a reported rise in unemployment; at least on the job market in healthcare we continue to see a shortage of skilled and talented workers. When we hear that the unemployment statistic is up what we don’t also hear is that many of the functions have been outsourced. The job may cease to be done in one spot, but the function is still being accomplished just it is done in a different manner or for a different employer. And, not all outsourcing means that jobs are being shipped out of the US. In many cases the “work” of that function is being done by temporary workers or by other companies that have added that “work” as a product of what they now do.

So, before you panic be sure you talk with someone knowledgeable in your industry who can help you take the pulse of what is really happening. There are industry pockets where opportunities abound – you could well be part of one. If you are scratching your head about who to talk with about what’s happening in your industry, know that my bias and recommendation is to talk with a good recruiting professional who is works in your industry vertical. As one, I know that my industry knowledge is as good as that of those who work in the industry – and we have geographic sophistication. In other words we know what is happening in various parts of the country because of our scope and breadth.

Think about it; it is up to you to choose thoughtful next steps with your career.

Success by Design. In this situation; one job at a time.

What career is captivating you?

Healthy and productive hiring and job hunting!

Lynden