We place Nurse Practitioners and Physician Assistant into about 500 medical centers in all 50 states. And we place more Nurse Pracitioners than any other search firm in US. Thus, we get to intimately see inside medical centers’ recruiting practices. This one thing happens so often and kills their recruiting: THEY COME ACROSS WAY TOO DESPERATE!
And the results of this mistake are costly! The candidate easily sniffs this out and what do they do? They raise their price tag! They increase their salary demands. Now instead of them wanting $115,000 in salary, they notice how much they are needed and now they “need” $125,000 because they can sense they will get it.
- You (and everyone on your interview team) must keep a poker face. You have options/other candidates to look at – this needs to portrayed and picked up by the candidate. If you are working with us, we will get you options. In the case that you don’t have other candidates to look at as options, you still aren’t going to hire just anyone.
- Keep asking hard questions and evaluate them critically through the ENTIRE interview process. Even if you are thoroughly impressed with them or they are your only choice. Take them through ALL the steps and tests before making an offer. It’s easy to cut the process short because you need them so bad.
- Let them know you need to discuss this as a team and you will have a decision shortly. Tell them that you are going to analyze all the candidates as a team before making a final decision.
- Show them that you don’t settle for mediocre employees. The candidate needs pick up on the fact that your group is a special place and you only hire the best people.
If you can follow these tips, then you have a much better chance of saving thousands on salary demands….
Remember, people want what they perceive they can’t have…
From the Desk of David Wolfe, Founder & CEO of NP Now”