job offer

How to hire in a multiple-offer job market

job offer

What a difference a year makes. At the beginning of the pandemic, we were dealing with double-digit unemployment rates. Now, companies are tripping over themselves to hire talent. And candidates (even entry-level) hold all the power in what some are calling “the hottest job market since the dot com era.”

So, what is a hiring manager to do? That’s where my colleagues and I come in. As experts in the staffing industry, we can help you navigate this volatile hiring market and land the candidates you’re looking for.

Our advice to hiring managers:

Speed is the name of the game.

Candidates are moving quickly through the hiring process, so you have to move fast as well. It’s akin to how quickly buyers have to bid on a house sight unseen in this unprecedented housing market. So, keep your schedule open to review resumes, conduct interviews, etc. Block off time on your calendar to do these hiring tasks and get the feedback to your recruiting partner ASAP to keep the process moving.

We’ve missed out on candidates alongside our clients recently, so we’re speaking from experience. For example, we submitted four candidates to a UX position and within a week, all of them were off the market. We went through three vicious cycles of submitting and losing candidates and the role is still open. Other companies had snatched up this in-demand talent because they beat our client to it.

Streamline the interview process.

Two interviews are pretty standard. Sometimes, companies will do one and done. But other times, they go into three interviews (maybe more) and that can play into losing candidates to other offers. While you’re doing three interviews, another company out there could be doing one or two and get an offer out and seal the deal. One way to speed up the process is by conducting some or all the interviews via video call and keeping it to a two-round process.

The price has to be right.

Make sure your pay rate is what the market demands. And that they’re flexible. If the trends are higher than what you’re offering, be open to increasing it. If you’re unsure, ask your recruiting partner. We have data and tools available that show what the market is dictating for specific roles, years of experience, location, etc. And we’re happy to share that information with you. The safe way to buy a house right now is to go in over asking price. The same thing applies with talent right now. If you like someone, give them an offer over their rate to get them to accept your offer and not even consider counteroffers from their current employer or your competitors.

Be open to remote workers.

The pandemic set the work-from-home status quo at 100% of the time. Now that the economy is slowly re-opening, many workers don’t want to go back to an office. Research from Willis Towers Watson shows 85% of U.S. employees who worked remotely during the pandemic prefer to work either remotely or in hybrid arrangements permanently. I think it’s all about being flexible and helping to meet the needs of the employee as well as your own. It not only widens your candidate pool – which is extremely tight right now – but it could also sell the candidate on your company instead of going to one that is offering remote and/or hybrid work arrangements.

We are in the midst of the “great resignation” in which employees are quitting their jobs as they reassess their career, life, happiness, financial situation, return to office, etc. In fact, a record 4 million Americans quit their jobs in April, according to the Labor Department. Don’t be so inflexible that you become a victim of the great resignation as well.

Beware of the counteroffer.

Whether we like it or not, candidates are getting counteroffers from their current company and your competitors. And, more frequently, they are accepting them. Be prepared for this situation to come up. And read our blog, “Why you should never accept a counteroffer,” for ways to sell against the dreaded counteroffer.

Over communicate with your staffing partner.

Stay in constant communication with your staffing company during the sourcing, recruiting, interviewing process. We can update you on how it’s going, help set priorities based on candidates that have offers and even what’s going on in the market. Lean on us to take some of the hiring tasks off your plate.

Believe it or not, there are some things that candidates can do to help get through this wild and crazy job market as well.

Our advice to candidates is:

  • Don’t ever accept a counteroffer.  Most of the time, it’s not your best option and you end up leaving the company anyway (or even get let go). While the counteroffer and promises of change may seem good on the surface, figures from the National Employment Association reveal that 80% of those who accept counteroffers end up leaving within the next six months.
  • Be honest with your recruiter. About everything, but especially your desired pay rate. Be up front about what you’re looking for. We need to submit you with the pay rate where you want it. It’s very difficult to go back to negotiate with the client after you’ve been submitted. And if we do, you need to have a really good reason to go back for more money – like if a job description changes during the interview. But that’s very rare.
  • Remember, we want everyone to be happy. We’re working for you and the client, so we want to find an employee/employer match that makes everyone happy in the end. This goes back to being honest with your recruiter. Having all the information up front makes for a more positive experience for everyone involved.
  • Be flexible. Be open to a hybrid situation or flexible schedule instead of all remote. Remote work is not ideal for every job or every company, so just keep that in mind and be open to alternatives. Don’t completely shut down a company that’s not willing to offer 100% remote positions.

These are crazy times we live in and we all just need to adjust and work together to find the best solution for everyone. It may sound corny, but we truly want what’s best for our clients and candidates. We’re hyper focused on working toward that perfect match between candidate and client. So, you could say, we’re kind of like matchmakers looking to bring talent and great opportunities together.

Let us help you find talent for your team! Reach out to us for a strategic consultation catered to your specific needs.

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About the author

Jenna Carpenter serves as an Account Manager in our Atlanta office. As an experienced client manager, she focuses on driving profitability and increasing program and customer success for her clients. Over the past few years, she has assisted companies in their efforts to cut costs, boost revenues and enhance program success. Jenna earned a bachelor’s degree in business administration from Kennesaw State University. In her spare time, she enjoys spending time with her family and friends and taking her dog to the park. She enjoys trying new recipes in the kitchen but loves to try out new restaurants around Atlanta. Jenna also loves to travel. Her favorite place to visit is Maui, Hawaii.

Karissa Buckner

Spotlight on Karissa Buckner, Recruiting Manager

Karissa Buckner

We want to help you get to know the members of Team Synergis who help put people to work. So, this month, we sat down with Karissa Buckner. She works from our Atlanta office as a Recruiting Manager and has expertise in the Creative space as well. Let’s see what Karissa had to say.

Karissa, first please tell our readers a little about yourself and your professional background.

The main thing I remember my parents complaining about as a child was that my stories were always too long. I’d put so much detail into them that my audience (aka my mom and dad) would lose interest before I even got to the good part! How does that relate to my professional background? Well, it doesn’t really, except to say that I’ve always been a storyteller.

It still took me a full semester to realize that I should major in English. From there, everyone always assumed, “You’re going to be a teacher?” Nope, not for me. “Oh. Then what will you do?” Great question. I had no idea. So, I graduated with wonderfully honed storytelling skills, and no idea what to do with them.  A friend recommended I work with a staffing agency to get a temp position while I figured that out. And it turns out I was much more interested in what my recruiter did than in the temp role. When a recruiting agency reached out a couple months later, I jumped on the opportunity to move toward recruiting.

Once I joined Synergis, everything clicked. I get to tell the story of awesome jobs at really cool companies to candidates and tell the story of candidate passions and skills to clients who need just that. I even tap into my love of fine arts by focusing on creative candidates!

What attracted you to work in the staffing industry?

Honestly, the matchmaking aspect of finding the right job for the right person, and the right person for the right job. It’s not just a rewarding puzzle to solve. But finding that exact match that solves a client’s need and makes a candidate’s dream a reality is so fulfilling.

What are your favorite aspects of working with candidates?

Hearing their story! I love getting to know what makes someone tick and learning about their passions.

Do you have a particular candidate story that’s memorable that you’d like to share?

I’ve worked with so many amazing candidates over the years. One in particular was in a rut trying to transition from academia into the business world. She had all the right experience and skill set but couldn’t figure out how to go from freelancing and short-term gigs to land that first corporate job. She was so sweet and easy to talk to, and clearly passionate about what she did! I was able to present her to a former consultant-turned-hiring manager who happened to go through the exact same scenario with me. I coached her through the interview process to ultimately accept her first corporate role! Several months later, that contract ended earlier than expected, and within a couple of weeks I was able to place her in a full-time position, which was not only a great fit culturally, but allowed her to pursue some of her other passions and community outreach as well. Keeping in touch with her and hearing how happy she is months (and years!) later still brings a huge smile to my face.

What is the one piece of advice that you consistently give candidates?

“Let your enthusiasm shine through.” I know when you’re in job search mode it can be so daunting, frustrating, and sometimes even demoralizing. But the best thing to do before every interview is to think about why you do what you do, and why you love it. And let your passion drive the conversation from there!

On a lighter note, what’s your spirit animal?

My spirit animal is probably an Otter. They’re playful and enjoy being social. They hold hands so they don’t separate while they float, which really speaks to my collaboration and harmony strengths. And they carry their favorite rocks around with them – I always have a kit of things with me that includes snacks, things to do/read, etc. I also love how cute they are!

 

Connect with Karissa on LinkedIn!

TKlien

Industry veteran, Tracey Klein, joins Synergis as Executive Vice President, Strategy

TKlien

ALPHARETTA, GA ­– (June 29, 2021) Synergis, an IT and creative staffing agency, is pleased to announce the addition of Tracey Klein to its leadership team. As Executive Vice President, Strategy, Klein will be responsible for the overall growth strategy of the company and planning for the future of its workforce solutions.

Klein is an executive leader in the staffing and recruiting industry. She has 25+ years of experience creating strategic roadmaps for talent acquisition, innovating for next generation service and product development, managing global partnerships and implementing workforce management process improvement strategies.

Most recently, Klein provided executive consultation services in the workforce solutions industry as an independent consultant. Prior to that, she served as Executive Director, Strategy & Insights for Allegis Global Solutions where she managed a team responsible for creating and leading the strategic initiatives for the company. Her distinguished career also includes being named to the Staffing Industry Analysts’ (SIA) Global Power 100 Women in Staffing list in 2017.

Doug Ross, President and Founder of Synergis said, “Tracey’s extensive background in the workforce solutions space and forward-thinking strategic mind will no doubt assist in our continuous growth in the market as well as our organization. I’m thrilled to have her as a part our leadership team.”

 

working with a staffing firm

What to know before working with a staffing firm

working with a staffing firm

Trying something new is always nerve wracking. Working with a staffing firm for the first time is no different. I mean the concept of a staffing firm can be confusing. Not to mention all of the staffing-specific lingo. But have no fear. I’m going to take you through the basics of working with a staffing firm.

Let’s start with what a staffing firm does

Staffing firms have two arms: the consultant side and the client side. We work with companies, many Fortune 500, to help them find the best talent for their roles. Inversely our recruiters work with consultants to find the best role for them. At the end of the day, a good staffing firm wants to ensure that the best consultant is found for the best role.

So, who do you actually work for?

Once a recruiter helps a consultant find their next role, who do they work for? The staffing firm or the company? That is dependent on the role, the client and the staffing firm. Most of our contract consultants are actually employees of Synergis while they are on a project. For those who are employees of Synergis, that means we pay your wages, and we would be the one’s offering employee benefits. Really, anything a “traditional” employer would do.

Words to know before working with a staffing company

  1. Consultant/Contractor: Both are interchangeable but different staffing firms might favor one over the other. Consultants and contractors are you, the people we help find jobs. At Synergis, we use consultant.
  2. Skillset aligned recruiters: A specialized recruiter who focuses on a specific skill. At Synergis, this is how we operate. Our recruiters are all experts in their skillsets to better help our consultants find the perfect role for them. Some of our main skillsets include UX, Project Management, Software Development, Marketing, Infrastructure & Security, UI and so much more (all in the IT and Creative space).
  3. Employee Support: After a consultant gets placed at Synergis, they are paired with an employee who will help with their transition into the new role, any issues that might arise, really anything that you might need.
  4. Contract role: These roles will have a start and end date and are traditionally more project based. They offer flexibility and can give you variety.
  5. Contract-to-hire role: Think about a contract-to-hire opportunity as a try before you buy for both parties. It starts as a short-term opportunity and has the potential to turn into a full-time role if it’s right for both the consultant and the company.
  6. Direct hire: This is your traditional, permanent position. The only difference is that the organization is utilizing a staffing company to fill the role, but ultimately, the chosen candidate will become an employee of the organization hiring them.
  7. Technical assessment: These are a combination of application-based techniques and knowledge-based questions used to measure an employee’s understanding of concepts, tools and frameworks on a required technical skill or technology. Technical assessments are used to screen candidates and see if they’re right for the job.
  8. Placement: Placing the right consultant in the right role.
  9. Contract extension: This is a change to a contract, which can include either an increase in funds, increase in the scope of work and or an extension in time and must meet specified criteria.

How to go about working with a recruiter

It’s simple really. You can just reach out to the staffing company you want to work with through their website or you can reach out to a recruiter directly. At the end of the day, a good staffing firm and a great recruiter want to help you get placed in a job you will love. Check out our blog post about debunking the myths about working with a recruiter for more about the process.

What makes Synergis IT + Creative different?

I’m glad you asked. Our recruiters are broken up into IT and Creative recruiters and then from there each recruiter has their own skillset or couple of skillsets that they’re the expert for. So, you’re not just going to work with a recruiter who knows nothing about the role you’re looking for. They’re going to want to talk shop with you and want to learn more about you and build a relationship with you.

But don’t just take my word for it. Synergis was awarded ClearlyRated’s Best of Staffing for Talent in 2021 for providing superior service to our candidates for the seventh year in a row. We work to serve our consultants day in and day out to find the best opportunity for them.

 

Still have questions? Don’t be shy. Reach out to us and we can talk all things staffing and recruiting.

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About the author

Chad Steward earned his bachelor’s degree in Business Administration with an emphasis in HR Management from Georgia Southern University. He began his career in technology staffing more than 20 years ago. Beginning as a Recruiter in the late ’90s, Chad worked his way into business-to-business sales as an Account Manager supporting large enterprise customers. He moved into management as the Director of Recruiting for all domestic and international Recruiting teams and then served as the Vice President of Operations and HR. Chad joined Synergis in 2017 as the Recruiting Director where he oversaw all IT and Creative Recruiting. He was promoted to Vice President of Operations in 2019, overseeing the Consultant Advocate program, technology, contracts and legal and facility management of all Synergis offices. In his spare time, Chad enjoys spending time with his wife, nieces and nephews and volunteering at church.

summer job search

5 reasons to search for a job this summer

summer job search

Many job seekers assume summer is a bad time to look for a career move. It sounds counterintuitive, but this summer is actually a great time to be on the hunt. At Synergis, we’re super busy filling our clients’ jobs right now. Help us out and check out our IT jobs and Creative jobs!

And, in the meantime, I’ll tell you why you shouldn’t wait until the fall to look for your dream job.

1. There’s less competition.

According to LaborIQ, the job market challenge is on the side of employers, not candidates. Almost 3.5 million fewer people are participating in the labor force than before the pandemic, so the pace of hiring will slow due to a lower labor supply, not the demand for skilled workers. But this is good news for candidates as it means less competition for the jobs you’re applying for. So, go ahead and brush off your resume and cover letter—even though everyone else might be taking a break.

2. The demand for talent is back.

In April of 2020, many companies were cutting back on hiring and/or conducting layoffs. So, now that we’re on our way back to “normal” with economic growth over the past few months, companies are looking to hire again. And the candidate supply remains extremely tight for roles in technology, much like it did before the pandemic hit. But the job rebound varies around the country, so keep that in mind. Here are the U.S. locations that have recovered the most total jobs in the first quarter of 2021.

Location 2021 YTD Job Gain
New York-Newark-Jersey City, NY-NJ-PA 95,500
Los Angeles-Long Beach-Anaheim, CA 58,700
Minneapolis-St. Paul-Bloomington, MN-WI 52,200
Detroit-Warren-Dearborn, MI 46,300
Chicago-Naperville-Elgin, IL-IN-WI 43,600
Philadelphia-Camden-Wilmington, PA-NJ-DE-MD 36,200
Seattle-Tacoma-Bellevue, WA 36,100
Houston-The Woodlands-Sugar Land, TX 34,800
Denver-Aurora-Lakewood, CO 31,700
San Francisco-Oakland-Hayward, CA 23,900

Source: LaborIQ and the Bureau of Labor Statistics

3. It’s easier to ask for time off.

Many companies and industries slow down over the summer, so it might be easier for you to ask for vacation time. It’s a natural time for people to take PTO that no one will bat an eye when/if you take a few days here and there to interview. The lull in work may also mean it’s easier to get on a hiring manager’s calendar. They may also have more time to sift through resumes.

4. Networking is no longer hazardous.

Trying to meet with people from your professional network was hard enough before the pandemic. Once COVID hit, it was virtually impossible. But now that people are getting vaccinated and the weather is warm enough to grab coffee outside, your contact might be not only be willing, but eager to meet with you. Any excuse to get out of the home or office to socialize again! And you never know when you’ll make a great work contact at the neighborhood pool or barbecue, too. So, ABN (always be networking)!

5. We’re hiring too!

Not only is Synergis experiencing high job order requests, but we have open positions as well. We are looking for recruiters and sales to work in or around our offices in Atlanta, San Francisco and Los Angeles. Check out the job board here. And, by the way, we were named a Staffing Industry Analyst 2021 Best Staffing Firm to work for, so you might really want to consider it (that’s my shameless plug).

 

This summer is a unique time for job seekers. But I advise you to take advantage of it. After living through a pandemic and possibly a job loss, you owe it to yourself to take stock of your career. And summer is the perfect opportunity for that self-reflection. Ask yourself, “Am I doing what I love?” and “Can I see myself doing that same job for the next 30-40 years?”

And companies like Synergis are here to help you find your dream job. Reach out to us to get paired up with one of our expert recruiters.

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About the author

Marisa Wahnschaff serves as a Technical Recruiter for Synergis out of our Atlanta office. She specializes in placing candidates in Cyber Security, Cloud Engineer, DevOps and Principal Architect roles. Prior to Synergis, Marisa worked in business development in the insurance and risk management industries. But she missed recruiting so much, that she came back to it! Marisa earned a bachelor’s degree in Business Administration from Campbell University. In her spare time, she enjoys spending time with her husband and two little ones, her three fur babies and cheering on her favorite sports teams (Notre Dame Fighting Irish and New York Yankees).