The question of annual salary is certainly on the minds of job candidates - and it's on the minds of employers, too. But most candidates for professional positions know that asking, "What is the salary for this position?" in an initial interview can leave a negative impression with the hiring manager. So when is the right time to inquire and to whom should you direct the question?
During an interview, job candidates often ask me where the position reports within the company. This is important, as you certainly need to understand how the job fits into the organizational structure, what the short-term expectations are for the role, and whether the actual position matches the advertised one. (Thankfully, it's a rare occurrence when it doesn't, but it has happened.)
As a recruiter at a retained executive search firm, candidates often ask me, "Why is the position open?" A good recruiter is going answer this question fairly and honestly. If the former occupant was fired, they will tell you. If it's a tough place to work, you have every right to know. If it simply wasn't a good fit, they should tell you that, too.
I know what you may be thinking: "Conduct exit interviews? The employee is already leaving. Is it really necessary at this point?" Instead of looking at exit interviews as just one more task on your plate, consider the bigger picture and the benefits of obtaining information from an employee who likely has a lot to say.
In today's time-strapped society, there is clear evidence that flexible work schedules are one of the most-desired benefits by employees of all types of organizations. Whether employees are Millennials living in an "always on" world, Generation X/Y-ers with busy lives and strong familial connections, or Baby Boomers looking for their "second act," the freedom granted by flexible work schedules is increasingly valued.
After years of local and regional success conducting searches in commercial real estate and economic development, Gilman Partners has formalized and launched a Commercial Real Estate Practice, and will expand services throughout the Midwest and into the Southeast. The firm will continue to focus on mid-to-upper management positions in areas related to commercial real estate development, construction, and economic development, including ancillary industries like architecture and engineering.
Gilman Partners is pleased to announce that Debra Savage has joined the team as an Executive Recruiter. She specializes in accounting and finance searches with a focus on CFO, controller, human resources and strategic planning roles.
With fewer workers actively seeking new job opportunities, our clients have recognized that talent is in high demand. Here are some of the ways they're reacting: Speeding up the interview process - Top candidates have many options available to them, so organizations are finding they need to move faster in the interview process to prevent talent from going elsewhere.