Ever found out ‘too late’ that a candidate has already accepted someones offer?
We often hear clients asking “Why didn’t they tell us? We could have fine-tuned the offer. They usually dismiss as another example of an agency just not being very good at their job.
In fact, the truth is that it’s usually deliberate.
Sometimes it’s not in the agencies interest to let you make an offer. Letting you raise an existing offer almost always isn’t…
What's changed?
Unlike standard recruitment, with 'In Demand' talent, the agency is confident of receiving offers from their other clients. This means your offer is not as important. In fact, there are some very good reasons why it's not in their interests to help you.
- Helping You Makes Things 'Difficult' - If the candidate is moving towards a rivals offer and it's with the same agency, that is the easiest 'sale'. There's no incentive to muddy the waters by putting a competing offer in.
- Every Offer Lengthens The Process. - The last thing an agency wants to do is delay things and let a rival agency in.
- Too Many Offers Can Go To The Candidates Head. - There's a danger they might decide to restart the whole process again - except with higher demands.
- The Best Outcome For The Agency Is One Stand-Out Offer. - Too many similar offers often breeds indecision. This may result in the candidate staying where they are.
What's can you do?
There are two ways you can get the agency on your side:
Get the consultant to ‘buy in’ to your offer:
- Ask them what they think the candidate is really looking for.
- Ask what support the candidate might need to make sure they are successful.
- Importantly – Ask what they think will make the candidate accept.
Make it your business to keep informed. If you don’t ask, they won’t tell you!
- Ask about other offers or progression with other organisations.
- Check if their requirements have changed – As interviews progress, new ideas come up and priorities change.
- If you think you will make an offer – tell the consultant. Ask for their advice. The response is usually interesting…
What's can we do?
This is probably one of the biggest advantages of our approach. We’re not tied to one solution.
Our usual method is to look at what approach or combination of approaches will make the biggest impact immediately. Often, there is a glaring problem that we can fix quickly. Then, if it’s agreed, we look at other areas that will make future recruitment more successful, better value and less stressful.
However, a couple of areas spring to mind:
Recruitment Agency Management (Read More)
- First Place – Increase the importance of your vacancy so your offer is prioritised.
- Insider Knowledge – Our experience means we are uniquely placed to see and sidestep all the ‘manoeuvring’ of agencies
- Candidates Relationships – When it’s done properly and without any conflict of interest, it can be the single biggest factor in getting an offer accepted – no matter what the agency wants!
Recruitment Systems (Read More.)
- Interviews That Succeed. If you are using standard interview techniques on in-demand candidates, you will be disappointed more often than not. (And no, ‘salesmanship’ is not the answer…)
- Selection Procedures That Beat The Competition. – We focus on an approach that can quickly adapt to changing circumstances. That way, you’ll be making the right offer whilst your competitors are still running in the wrong direction.
Related Solutions To Consider
Level up the playing field and make sure the recruitment agency is on YOUR side.
Better candidates, increased offer acceptance and less than 1/3 the cost of agencies.
A 'Candidate Contact' methodology designed to increase offer acceptance from in-demand talent
More Information?
As always, feel free to get in touch for an informal, confidential chat.
You can contact us here.
