[Image] Employer and candidate negotiating with recruiter in between them

By Kelly Nelson

It is common for the client and candidate to seek the recruiter’s guidance when it comes to the negotiation stage of the recruitment process. The recruiter needs to develop a true trust relationship with both the client and the candidate.

While the recruiter must understand the objectives and limitations of his or her client company, they must also understand the various motivations of the candidate. This results in the recruiter’s ability to pull both parties together in any negotiation. The experienced recruiter should have the ability to form creative solutions that draw on these understandings and provide meaningful benefit to each party.

Negotiating For Clients

The recruiter must be able to suggest creative solutions to clients that provide unique methods of reaching closure with candidates. Oftentimes, the client company is unable and unwilling to adjust the base salary when asked by the candidate. There are many ways to solve this apparent impasse. We have assisted clients in creating partial guarantee bonuses, sign on bonuses, additional perquisites, more aggressive bonus plans, and enhanced relocation packages that result in narrowing the gap between the two parties’ negotiation positions.

Read More: Ask a Recruiter: What Company Perks Do Candidates Really Want?

Negotiating For Candidates

The closing negotiation often involves compensation – but not always. It is imperative that the recruiter has the candidate consider total compensation, and not just base salary. The recruiter must also be able to provide the candidate with “vision” regarding how the opportunity can potentially advance their long-term career. The recruiter must always cause the candidate to focus on the long-term horizon, and the potential for career growth.

Knowledge of local and state income tax rates can assist the candidate in understanding that taxation is another significant metric involved in compensation. Ultimately, it comes down to take home pay – not just gross income. This also applies to cost of living. For instance, a candidate in San Francisco, CA considering a position in Orlando, FL is looking at real estate cost reduction that will be significant. If they own a home, the home equity differential can be a real wealth builder. If they currently rent, but aspire to own, this may be very possible in a less expensive real estate market. Finally, an understanding of available public and private education options can be highly attractive to a candidate with children in school.

Read More: Counter Offer Considerations

Keep in mind that the recruiter must be credible, resourceful, and helpful to both parties in the transaction. Negotiating will be one of the most difficult stages in the recruitment process if the recruiter fails to build the aforementioned trust relationships.


Kelly Nelson, Sr. Vice President

Kelly Nelson joined Bristol Associates, Inc. in 1995 with initial responsibility for our long standing Hotel and Resorts Industry Practice.  As Bristol expanded, Kelly was instrumental in the development of additional lines of business in the Travel and Tourism, Cruise Line, Theme Park and Attractions, Facility Management, Fixed Site Entertainment, and Facilities & Concession Services industry segments. Click here to connect with Kelly on LinkedIn.

 

Bristol Associates, Inc. is an executive search firm with a 50-year history of excellence. Bristol specializes in recruiting for companies and candidates in the casino gaming, food manufacturing, hospital/healthcare, hotels/resorts, travel/tourism/attractions, facilities/concessions, and restaurant businesses.

If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a job seeker.

Interviewer rejecting applicant after an interview. Oops! Common Interview Mistakes Candidates Make

A job interview is a two-way street – it’s a conversation that helps assess if the candidate is the right fit for the employer and vice versa. However, if the candidate has a poor interview, it can ruin their chance of receiving the job offer. By recognizing and avoiding potential interview mistakes, candidates can prevent themselves from giving a negative impression on the employer.

Our executive recruiters share interview mistakes that candidates have made and ways to prevent them from happening in the first place.

Interview Mistake #1: No Preparation

Insufficient preparation can make the candidate look unprofessional and will be evident to their potential employer through their lack of serious, pertinent questions and answers regarding the job and the organization.

The candidate should research the company and the position thoroughly before an interview. That way, they can come to the interview armed with information that will enable them to sound well-informed.

Read More: How to Answer Difficult Interview Questions

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2017 Casino Gaming Executive Satisfaction Survey Results

We are excited to announce the results of the 2017 Casino Gaming Executive Satisfaction Survey. The survey, conducted in partnership with Spectrum Gaming, was designed to help the gaming industry attract, retain, and motivate its executive talent by providing insight on executives’ overall attitudes and preferences at their workplace.

The following questions were analyzed and addressed in our survey results:

  • Which casino gaming employers were in the Top 10 Employers of First Choice?
  • How has optimism and satisfaction in the casino industry changed in the past ten years?
  • Is there a difference in executive satisfaction between corporate and property management levels?

We hope you enjoy the report and encourage you to forward the results to your colleagues.

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Businessman giving cover letter document to another businessman

The cover letter’s purpose is to bring out the candidate’s personality and delve further into the individual’s skillsets before an interview. However, when recruiters are involved in the screening process of the candidates, is it still necessary for candidates to submit a cover letter?

We asked two of our recruiters, Nicole Santos and Kelly Nelson, their view on the importance of providing a cover letter when applying for a job.

Nicole Santos, Associate Account Executive

Nicole Santos, Associate Account Executive

“When working with a recruiter, most clients do not find it necessary for candidates to provide a cover letter. Rather than depending on a one page write up, the recruiter can directly ask the candidate questions to gather similar information in a more personable level. It’s easy for candidates to oversell themselves in their cover letter, and then fall short in the interview.

If a cover letter is required for a job, use it as an opportunity to qualify experience, explaining any achievements relevant to the job position that isn’t highlighted in the resume.”


>>> Read: 
Importance of the Thank You Letter

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business woman with question marks over head thinking about executive recruitment questions

Looking to find the right candidate for the company? Hiring an executive recruiter can be beneficial to employers – not only does it alleviate the workload of the search process, but it also brings an industry expert’s perspective in filling the position based on the needs and desires of the company. Before fully committing to the idea of utilizing an executive search firm’s services, it’s understandable for clients to have questions, especially if it’s their first time working with a recruiter.

We asked our recruiters to answer client’s commonly asked questions regarding the executive recruitment process.

Q: Bristol Associates, Inc. is based in Los Angeles, CA. Do you manage searches in areas other than the West Coast?

Kelly Nelson, Sr. Vice President

A: We have been recruiting on a National basis for the past 30 years. There was a time when recruiters were geographically focused. The advances in communications, the internet, social media, and job boards have enabled recruiters to reposition on a national (and international) basis. We regularly conduct search assignments in the Midwest, East Coast, Southeast, and Southwestern United States. With that said, the question is appropriate as there are recruiters who have not adjusted their focus. Our national reach allows us to source candidates for key positions in all market areas.

(Click here to fill out Bristol Associates’ Employer Inquiry Form today!)

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businessman with question marks over head thinking about executive recruitment questions
For potential candidates unfamiliar with the executive recruitment process, it’s common to have questions before feeling comfortable submitting a resume or participating in the hiring process of a career opportunity. At Bristol Associates, our executive recruiters do their best to give helpful and candid guidance that is beneficial to both the candidates and clients of our business.

We asked three of our recruiters to give their insight on commonly asked questions they received while working with candidates during the executive recruitment process.

Q: Can I call you to discuss the position I saw advertised on your website?

David Alford, Director

A: As recruiters, we are on the phone much of the day. To save us time and not waste your time, we like to get your resume prior to scheduling a conversation to ensure that the position you saw advertised is a good fit for both you and our client. Click here to submit your resume through our website.
 

 

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Signing an approved document / salary history

On October 12, 2017, Governor Jerry Brown approved AB 168, a law that prohibits all California employers from requesting potential employees’ salary history, including previous compensation and benefits. The law has been effective since January 1, 2018.

Additional US states and cities including Delaware, Oregon, Massachusetts, New York City, Philadelphia, and Pittsburgh have also prohibited employers from inquiring about salary history.

With the law in effect, all applicants and candidates in the areas listed above are free to voluntary disclose their salary history if they desire, but it is not a requirement.

Below are articles from several publications to provide more information about AB 168.

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Business person climbing mountain toward flag that writes goal

Taking the time to set professional goals is crucial when striving to have a productive and effective year in the workplace. Establishing realistic deadlines is great, but also understanding your resources to help achieve your goals can put you at an advantage.

Bristol’s Executive Recruiters shares their recommended goals for job seekers and employers to kick off 2018.

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December is a month of reflection and we look back with pride on what has been an incredibly eventful year here at Bristol Associates. We celebrated a major milestone in our 50th anniversary, overcame significant business hurdles, acquired terrific technological upgrades and have solidified an outstanding team of hard-working and thoughtful recruitment experts! We are especially grateful for your business and look forward to continuing our tradition of providing exceptional executive search services.

Best wishes to you and yours this holiday season. We hope that 2017 was a year filled with fond memories and we look forward to partnering with you again in 2018.

Happy New Year!

Peter Stern and David Alford

Pictured: Peter Stern (left) and David Alford (right)

Continuing our 50-year tradition of excellence in recruitment, we are proud to announce the newest member of our team! Please welcome David Alford, Director of our Food & Beverage Manufacturing division.

David will be replacing Sr. Vice President Peter Stern, who leaves behind a tradition of excellence after 28 years of service. Peter made a positive impact on a countless number of companies and even more careers. Our firm is very proud of the successful and highly-recognized national practice that he developed and maintained.

“It’s been an honor to serve our great industry and the many people who work in it for these many years. Going forward, you’ll be in good hands with David at the helm.”

– Peter Stern

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