Career tactics when you`re being hunted
June 10, 2020, 7:03 am

Career tactics when you`re being hunted

We usually look for a job on our own initiative, but sometimes it finds us on its own, in the person of an employer's representative: a headhunter, a recruiter, a personnel manager. Offers can be made through various sources: by phone, e-mail, during personal communication or in one of the social networks. What tactics of behavior to choose in such a situation, so as not to lose interesting opportunities?

 

Rejoice — you are in the top

Do you have a job and another employer wants to invite you to join the team? This is often a sign that the specialist has valuable and sometimes unique experience, knowledge, and skills. And also, a good reputation in the labor market, because the interested companies of such a candidate are recommended and opens new doors to interesting projects. So, most likely, if you are not actively looking for a job, and you are approached with an offer, you have already worked well for your professional brand.

 

Determine the relevance

Sometimes we like our current job so much that we don't think about the new. For example, when there is a career breakthrough ahead, for which we worked hard, a new large-scale project or a significant revision of the financial reward. In this case, it makes sense to thank for the offer and get back to business.

But usually it is still worth knowing at least a minimum of information to understand for which tasks and projects we are considered valuable players. And do not burn bridges for the future: who knows what awaits the turn, perhaps in a month the situation will change dramatically and new ways of development will open.

 

Identify the proposal

Sometimes such calls from recruiters are not even a real search for a specialist. The employer or recruitment agency can thus form a base of candidates for the future. Usually a sign of such tactics is the inability of the interlocutor to clearly describe the vacancy and the candidate who meets its requirements, and at the same time a request to send a resume.

Basic set of information, starting point to know and record to start negotiations (if any) - company name, field of activity, open position and tasks on it, reasons for opening a vacancy, key requirements for the candidate and conditions (remuneration, schedule, location etc.), contacts of the representative. It is also useful to ask why they are calling you.

 

Choose a convenient time

Probably when you get a message or a call from the headhunter, you will have a job. The employer initiating the dialogue must understand this. Agree on the time and format, when and how it will be convenient for you to calmly listen to the proposal, ask counter-questions, think about new opportunities.

And if it makes sense, to arrange a personal meeting. It is very difficult to assess how interesting the proposal is in the daily work bustle, when all the resources are invested in current work tasks.

 

Listen and weigh

When we are actively looking for work, there are many options. When a job finds us, the choice is limited to two: stay at the old job or try your hand at a new one. Comparative analysis will help.

It is important to determine which factors are fundamental: for example, the level of remuneration, career opportunities, work schedule, culture, values, team… Gather as much information about them as possible and weigh them on the "internal scales".

 

Tell more about yourself

Usually, if a company makes you an offer, it does not have comprehensive information. Sometimes even your resume is not published in open sources, and the decision to contact you is dictated by recommendations and knowledge about your experience, which are completely or partially untrue. It is worth talking more about yourself as a specialist to make sure that the expectations match and the proposal is really relevant.

 

Consider the risks

Experts who receive offers from third-party employers are often worried: isn't the current company checking them for loyalty? Admittedly, there are such cases. It is necessary to consider what relations have developed with the company so far.

It is also common practice to enter into a non-compete agreement (NCA) between an employer and an employee that restricts or prohibits a professional from working in a business that is a competitor of the employer for a certain period after the termination of the employment relationship. This is to prevent the disclosure of confidential information.

 

Without star fever

Increased interest of employers is a good opportunity to rethink their value and pay attention to additional prospects. This often becomes an impetus to dare to change and a new round of development, in another organization or even your own. However, this should not be used as an argument to "blackmail" the current employer by waving a new offer in front of his nose - it is unethical, destroys trust (if any) and usually does not benefit either party. If you are not satisfied with certain conditions, but you do not want to leave the company, this should be discussed in the format of a business dialogue.

Also, using an offer from a new employer only to "knock out" the best conditions from the current one is not incorrect for the party that applied to the candidate. It is unlikely that such proposals will be heard in the future, if the specialist has a reputation as one who uses offers as a tool to achieve their goals without considering the interests of others.


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