Companies hold your agency to account! – Job offer & On-boarding

job offer and onboarding

This is the business end of the process so having a partner who are clear and consistent in their communication is more important than ever. You should expect them to have control of what is required to gain the best possible outcome for both parties. They also need to have the maturity and emotional intelligence to be able to support individuals with big decisions.

Our task is not to force the acceptance of offers, it is to work with both parties to shape something that everyone is excited to accept.

Do you fear there could be unwanted surprises?

Before you put any offers together has your recruiter provided you with a recent and full breakdown of the individual’s situation? Do they have other opportunities available? How do these rank against yours? What will the offer you make need to look like to ensure it is successful? Can they identify any contentious area’s or doubts from the candidate? Have they told you the information that is required to address them?

“They should be putting you in a situation where rather than making an offer hopeful of success, you are making it with confidence it will be accepted.”

Do you have timeframes?

There is an adage in recruitment that says, “time kills all deals.” I don’t believe this to always be the case, but I do believe “the absence of communicating time frames significantly reduces the chance of a positive outcome!” It is not as catchy, but it is certainly truer.

Your recruiter should be pushing you for commitment to when offers will be made and communicating this to your candidate of choice. This means you have time to put together the right package but also keeps them engaged and less likely to jump at another opportunity without giving you a chance to respond.

Likewise expect them to give you a clear idea of timeframes they have agreed with the candidate around decision making. They need to strike a balance between allowing them space to decide but also push the need for you to have clarity that allows you to celebrate or move to plan B.

It always amazes me that the involvement of the recruiter seems to end when on-boarding begins, often at the request of the employer. At best I think this represents not getting full value and worst a demonstration of naivety that the individual will 100% start without complication. A recruiter doing their job well will have built an important relationship with the candidate where trust has been formed and conversations can be held in confidence. As a client you should harness this to offer continued support.

Do they show commitment to get it over the finishing line?

It is natural that when moving to a new company there will be nerves and potential for cold feet, also in competitive sectors like technology there is always the possibility that other organisations/recruiters may be trying to ‘gazump’ your agreed offer.

We as recruiters should agree with candidates, milestones at which we will communicate with them to make sure the process is progressing as they hoped, expectations are being met and any concerns are identified and where possible discussed/addressed.

As a client you should be kept informed at regular intervals that the check-ins are going to plan, and any complication are being raised with them where relevant.

Will they hand hold through probation?

Use your recruiter to check-in with the candidate at 1 month, 3 month and 6 months, this isn’t in place of your support process.

“It is inevitable that candidates could be apprehensive in their honesty within their probation period and this can create underperformance or unwanted surprises.”

A good recruiter should be held to account to hold these discussions and use their judgement as to the appropriate action.

If you fear your recruiter may look to place them elsewhere then I would suggest the absence of trust makes it an unhealthy working relationship in the first place.

So in summary

As I stated at the beginning of this series my intention was to set-out some ideas of how I think clients should hold myself and my industry to account and make sure we justify a better perception.

Yes I wrote this in part because I know this is how we deliver our services as JLA resourcing but most importantly I am passionate about the fact that there are loads of recruiters in the industry who do their jobs exceptionally well and are recognised by companies for delivering true value.

Pick your partners carefully, hold them to account and they will prove this is the case!

Jon Martin
Jon Martin
Having spent most of his working life in the world of technology recruitment, Jon is passionate about building a company and sector which adds real value to the people and companies it supports.
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