Mauri Schwartz

Recent Posts

Recruiting - Do Unto Others: Don’t Drop the Ball

Posted by Mauri Schwartz

January 8, 2013

One of the most common complaints that job seekers have is the silence that frequently follows resume submissions and interviews.  I can’t even count the number of times I’ve heard one of these statements.

  1. “I sent in my resume 2 weeks ago but haven’t heard anything in response.”
  2. “The recruiter reached out to me to see if I might be interested in a specific position.  After a brief conversation, she said she’d talk to the hiring manager and get back to me.  That was 3 weeks ago and I haven’t heard from her since.”
  3. “Last month I interviewed with the hiring manager and it seemed to go well.  I was told that I would be contacted in a couple of days to schedule follow-on meetings with his staff, but it’s been radio silence since.  I even called the recruiter and she hasn’t responded.  I just wish someone would tell me something one way or the other.”

Recruiting and Countering a Counter Offer

Posted by Mauri Schwartz

December 12, 2012


(This is the third in a series of three blog posts to help recruiters and hiring managers seal the deal.  Earlier posts include Avoid Last Minute Surprises:  What’s Your Competition? and Closing an Offer: Salary Negotiations)

CounterofferIn an earlier post I recommended staying close to your candidate, keeping current with her other search activities so that you are clearly aware of your competition.  One potential source of competition not to be overlooked is her current employer.  Among the questions to ask early on is “Why do you want to leave your current company?”  Be sure that you are clear as to what she considers the pros and cons of her current job.  This information is essential to your ability to ensure the placement.

Closing an Offer: Salary Negotiations

Posted by Mauri Schwartz

November 8, 2012

(This is the second in a series of three blog posts to help recruiters and hiring managers seal the deal. The first is Avoid Last Minute Surprises:  What’s Your Competition?)Recruitment, Salary Negotiation

As I mentioned previously, the process of closing an offer with a candidate starts at the beginning of the recruiting process.  In addition to being aware of a candidate’s other job options, you really must have a clear understanding of the details of her compensation – current and expected.  I say “details” because compensation consists of many components.  Gathering the following information will help you understand what kind offer you will need to make to cinch the deal. 

Avoid Last Minute Surprises: What’s Your Competition?

Posted by Mauri Schwartz

October 23, 2012

Recruitment, SurprisesThe process of closing an offer with a candidate starts at the beginning of the recruiting process. Waiting until the end to obtain crucial details may put you at a serious disadvantage.  As soon as you have decided the candidate may be a good fit for your position, start asking these questions.

  • Please tell me about your search activity.
  • Are you looking at other positions?
  • Where are you in the interview process?
  • Can you please describe the position(s)?
  • In terms of what you’re looking for, how would you compare our job to that one/those?

Pick up the Phone

Posted by Mauri Schwartz

September 12, 2012

Recruit, Phone ScreenSocial media and other recruitment tools have helped recruiters to identify potential candidates and to communicate directly with them, electronically. Yet recruiting is a people business and relationships matter. It may be quicker to communicate online but this sacrifices the human element of the process.  

A successful recruiter uses techniques that combine old fashioned interpersonal relationship building skills with the latest technological tools, cultivating her network by maintaining consistent interaction and finding ways to do something for her contacts, knowing that supporting someone in an endeavor automatically makes that person want to return the favor.   

Screening Resumes: 10 Tips to Speed up the Process

Posted by Mauri Schwartz

August 13, 2012

Free Resume Search, Candidate SearchIf you are a hiring manager or HR recruiter, you are probably overwhelmed with the number of resumes received for every job you post.  So many people are applying even though they may not have all the essential qualifications.  They figure, it can’t hurt to try.  It may not hurt them, but it makes your job extremely challenging.

Assuming that you are using an applicant tracking system with a keyword search feature, choose those  keyword phrases carefully, focusing on the most important criteria as well as distinct phrasing so that the results match your intentions.  For example, if you are recruiting for a Communications Manager position, using the word communications is problematic because the word is included in almost every resume as in excellent written and verbal communication skills.

It is a safe bet that a large number of resumes will include your search terms.  These days applicants are pretty savvy in this regard.  Here are a few recommendations to help diminish the time required to screen them.