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Tuesday, August 15, 2017

How to Determine if You Should Make a Counteroffer


Today I wanted to list 10 things you should consider before making a counteroffer to an employee.

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Today I wanted to talk to you about counteroffers and list ten things that you need to consider when making a counteroffer.
  1. What is the real reason this person is unhappy or considering leaving your company? What are the non-monetary reasons that they are unhappy?
  2. Is this person a true top performer in your organization? Is this someone you cannot afford to lose and would be extremely costly and challenging to replace?
  3. Do other employees already know that this person has been going to other interviews and wants to resign their position?
  4. Has your company or department specifically evaluated who your top performers are in advance?
  5. Have you really considered the ramifications and unknown consequences of developing a reputation of doing lots of counteroffers?

  6. You have to be extremely selective as to who you give a counteroffer to.

  7. You have to be extremely selective as to who you give a counteroffer to. Go with the 80/20 Rule- only give counters to 20% of your top performers and let the rest go.
  8. The counteroffer is not a retention technique. They really are a last-ditch effort to keep the best top performers at your company.
  9. Is this someone you should let go without a fight?
  10. Do not become a victim to the threat of other interviews. Some employees use it as a form of leverage in order to secure a raise.
  11. Keep in mind that the majority of employees who accept counteroffers are no longer with that company 12 months later.

If you have any questions about this topic or any other topic, please give me a call. I look forward to speaking with you.

Wednesday, August 2, 2017

The Most Important Things to Look for in Resumes


When examining potential candidates for a job there are a few important things you must consider when looking at resumes and during the interview process.

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During the interview process, there are a few things you need to keep in mind when it comes to questions you should ask and also what you should look for in a resume.

The first thing I look for in a resume is the chronology—the titles, dates, and names of companies listed in reference to a person’s employment history.

This information can tell you a lot about the person behind the resume. You can learn how frequently they tend to change jobs, how long they stay with companies, and whether the companies they’ve worked with were reputable. Ultimately, the past is the No.1 predictor of the future.

Looking at titles is one good way to see examples of this. Has the person experienced promotions or changes in title throughout their chronology? If you see the person has steadily climbed in their career, you can expect the same of them in the future.

Additionally, when looking at a resume it’s important to note whether it utilizes an appropriate aesthetic and also what the person has done to differentiate their resume from the rest. A resume that stands out in a good way tends to indicate a person who does the same.


Ultimately, the past is the No.1 predictor of the future.


It’s also important to examine any additional information found on a resume, such as skills, technological proficiency, and more. Usually, my team and I are able to determine whether we want to interview a person based on their resume within 60 to 90 seconds.

Another point which solidly indicates a good resume is its use of quantitative statements and numbers. Specifics such as the number of people managed and the size of budgets can help to concretely show how adept a candidate is at what they do.

But not everything can be found out from a resume alone. There are also five key questions you need to ask in the interview itself.
  1. What do you love about your current role?
  2. What do you want out of this role that you do not have now?
  3. What are your career goals for the next three years?
  4. Have you ever been placed by a recruiter?
  5. What is motivating you to make a move?
If you want more information about looking at resumes or conducting interviews, or have any other questions, feel free to get in touch by giving me a call or sending me an email. I look forward to hearing from you soon.

Monday, July 17, 2017

Work Visas: Explained


Work visas are a hot topic to those in the SAP service. Considering candidates with work visas can actually be very good for a business in the long term.

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The subject of work visas is one which is near and dear to the hearts of those in the SAP service.

There are a few different types of U.S. work visas that are commonly seen in the IT and SAP marketplace. Today we’ll be covering two.

The first type that is very common is the TN visa, which allows for the hiring of Canadian or Mexican citizens with a four-year degree in computer science. This type of visa is associated with NAFTA (The North American Free Trade Agreement.) This type is low-cost and simple.

Another very common visa is the H1B Visa. This type is very good for those not originally from North America but who want to stay and work long term. It’s very difficult to hire someone who doesn’t have a H1B visa as it is a very lengthy process. But if you aren’t legally prohibited from hiring outside of people with an H1B visa, you should definitely consider hiring those without it as it is a great opportunity for finding people with appropriate soft skills.


H1B visas help with retention, because candidates with this type of visa are very unlikely to want to move around.


In the event you are hiring someone with an H1B visa, be sure to ask when it expires and if it is their first or second visa. H1B visas last three years and can be renewed once for an additional three.

An additional requirement is that during this time they must begin their Green Card process. So, if you are considering a candidate with an H1B visa be sure to ask about their status in that process as well.

There are many benefits to hiring an H1B candidate. H1B visas help with retention, because candidates with this type of visa are very unlikely to want to move around and will be more likely to take long-term positions.

If you have any other questions about visas or want any more information, feel free to get in touch by giving us a call or sending an email. We look forward to hearing from you soon.