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Med Recruit USA

EXECUTIVE RECRUITMENT SERVICE

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BEFORE THE OFFER

Discuss The Opportunity BEFORE THE OFFER

So you have gone through a five step interview process, the offer comes, it is fair, it is what you have been expecting and you say, “Let me think about it and discuss it with my spouse.”  Say what?  Now come on, you have been in this process for over a month, you have done tons of research, prepared a business plan, talked with your recruiter, discussed terms, salary, start date, etc., and after all this, you mean to say that you have not thought about it nor discussed this with your other key decision maker?  What is there to think about?  What possible good does this accomplish?  Not much.  But I CAN tell you what you have done:

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ANTICIPATE

Anticipate Objections Before You Interview 

Over the next few weeks, we will examine the most common objections to a candidate’s background, and how to deal with those objections.

Here is a common one:

“You don’t have the experience calling on the Doctors in our field.”

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RESUME READY TO GO

Always Have Your Resume Ready To Go

Our Search Firm will source candidates using various methods.  We will use job boards, we will run ads, we will partner with other recruiters, and we will do what many search firms have stopped doing – recruit  productive, qualified, and happy candidates who are not necessarily looking for a position.  When we do speak with those people we generally ask for a resume.  The typical response is,” Well Pete, this really sounds interesting but I’m not necessarily looking, and I have to dig up my old resume and update it.  It’s going to take a couple of days.”  What typically happens is either they forget to send it or the one they do send looks like it had been thrown together at the last minute.  Not a good idea.

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KEEP THINGS CONFIDENTIAL

Keep Things Confidential With Recruiters

There are a number of excellent medical recruiters in our industry.  Most have the utmost integrity, they service their clients well, and have the best interests of the candidate in mind.  As in all businesses however, there are many that simply cannot be trusted.  As you work with a recruiter you need to determine as to whether or not that recruiter is dealing with you honestly or is just interested in making a buck.  I often get angry and ashamed of my profession when I hear stories of recruiters who will use a candidate to secure new search assignments.  Our Search Firm has been burned by competing recruiters who have pumped our candidates with information about our searches.  To that end I would like to offer some strong advice.

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WHO YOUR RECRUITER WORKS FOR

Remember Who  A Recruiter Works For

I may have mentioned this in one of my earlier posts, but our Search Firm receives over 100 e-mails per day.  Many of them are from responders to posted ads, many are from people who are interested in finding a new job, and many are just checking in on their status with respect to opportunities.  My staff and I take great pride in trying to answer every e-mail that we can.  There are times, however, where this is impossible due to our heavy workload.  Naturally some people get upset when we cannot respond in a timely manner and I get that.  And I apologize.  Please allow me to explain how we operate, who we serve, and what our priorities are.

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ANSWERS TO TOUGH INTERVIEW QUESTIONS

How Much Salary Are You Going To Need?

This question is designed to provide the following information:

1.)   To see if the salary expectations of the candidate are in line with what the salary range is

2.)   To see if the company can get the candidate to bite on a low ball offer

3.)   To determine if the candidate is motivated by salary, total compensation, or other factors

4.)   To check out the candidate’s negotiating skills and business savvy

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