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Should You Let a Headhunter Negotiate Your Salary?


Should You Let a Headhunter Negotiate Your Salary?


Many job seekers, when working with a recruiter get to the job offer phase and often spend hours determining how they should negotiate or even if they will be allowed to negotiate their own compensation package.


Questions to Ask


Should the job seeker just circumvent the headhunter and negotiate the salary themselves?  When it comes time to negotiate a salary, the stress level of both the employer and, especially the job seeker increase significantly – sometimes to levels that are not realistic when given the situation.


Regardless of stress, the answer to whether a job seeker should just take the salary negotiation initiative is “no.”  He or she could risk losing their entire offer by showing what may be perceived by the employer to be a level of unprofessionalism prior to even signing the agreement.


If the potential employee really feels that they have a better shot at getting a higher offer than the recruiter, they should simply ask the headhunter.  If reputable, that individual should not mind.


Using the 3rd Party to Your Benefit


If you’re smart about negotiating salary, you will use your headhunter as a buffer between the hiring organization (party with the upper hand) and yourself.  Sometimes, job seekers get intimidated when they receive an offer from corporate – feeling as if nobody is in their corner and everybody is in the corner that just offered them a lower salary than they wanted.


When a third party recruiter who is effective at salary negotiation becomes involved as the intermediary between both parities, emotions tend to be lower between both the hiring company and the prospective employee as both sides use the recruiter as a sounding board to vet any frustrations they may have with the other party.


When the Headhunter Can Go Against the Job Seeker


Contingency recruiters who are amateur and underpaid have a tendency to price their job seekers out of the market simply because they have incentive to inflate the salary requirements of the job seeker whom they are recruiting.  Contingency recruiters are paid on a percentage basis which is based off of the salary of the employee whom they successfully place at an organization.


Therefore, the higher the salary of that job seeker, the more commission they get.  It’s no different from most real estate sales transactions, except that it’s a lot easier to appraise a piece of land than it is a human being.


If a job seeker feels that their recruiter is asking for too high of a salary when negotiating for them, they should step in and accept a lower offer as many times sitting back can result in the employer taking the offer off the table because of the asking price for your services.


In the End


In the end, it’s your salary and your career.  Make sure that you are not a silent partner when having a headhunter negotiate your next salary, but also ensure that you are not overbearing and piss that recruiter off because he could ruin a potential job offer.


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How Not To Interview With a Headhunter


Gambling Your Career on the Internet

Gambling Your Career on the Internet


It happens all the sudden without our noticing. We do something impulsive on the internet like send a weird email or write an embarrassing comment on an article simply for that brief rush as to whether our odd behavior will get a response and what will that response be.


Even better, we buy something not really knowing whether it is good or not, but that adrenaline rush Americans get at the PayPal checkout line is all but worth being scammed. Then, we find out we were taken only to “move on” without argument as we knew what we just really bought – legalized online gambling in the form of overly manipulative marketing geared towards the undereducated.


The $50 here and there is not the problem. The problem is that these behavior pattens carry over to our professional careers and this behavior is becoming more and more evident in the American job seeker.


Today, in my recruiting firm’s inbox we got subject lines that included claims that the job seeker can sell ice to Eskimos (whatever that really means) to people asking if we went out of business because they did not hear back from us within the six or so hours they last sent in their resume.


It’s not that these individuals are stupid, actually compulsive behavior and intelligence are two entirely separate entities. Unfortunately, compulsive behavior, formal education and the ability to succeed in one’s career are directly correlated.


Similar Career and Recruiter Articles:


3 Reasons American Job Seekers Are Less Competitive


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Aside from being the CEO of KAS Placement, Ken also does sales and marketing career coaching through the KAS name.


The Worst Ways to Work With Headhunters



How To Work With a Head Hunter

How To Work With a Head Hunter


There is an air of confused mystery around working with a head hunter and how to best approach a recruiting firm to find the job you think fits both your personality and salary requirements.


Unfortunately, much of the information floating around about how to best work with a head hunter is inaccurate. Follow the below tips and you’ll be one step closer to your dream job.


– Understand How Head Hunters Work – Head hunters work via getting paid by the employer, not the job candidate.  At least, the ethical ones do.  Therefore, what you are worth to a head hunter is the same you are worth to their clients – no more, no less.


So, when working with a recruiter think about what their client wants and not what the recruiter him/herself may personally want in an applicant, as the client is the end decision maker in the staffing process.


– Follow Submission Guidelines – My recruiting firm receives tons of resumes per day and, to save time, we ask the job applicants who apply with our staffing agency to follow some basic submission guidelines.


The reason we do so is to find the resumes in our database much more quickly when a job comes up.  Just as importantly, we want to see if the job seekers who are applying can follow basic directions – a good insight as to whether they will be an effective employee for the client of our head hunting firm.


– Make Sure The Head Hunter Could Use Your Expertise – If a recruiter works in finance, they are not going to be able to find you your dream marketing job.  Stick with recruiters who are going to have clients who can use your speciality.


All different types of head hunters exist, including the right head hunter for you.  You just have to find them and appropriately follow the rules in this article in order to successfully work with those recruitment companies.


– Don’t Stalk – If you don’t get what you want at first, don’t go the route of “stalking” a head hunter.  This only ruins your chances of achieving your end goal, which is a job that you like and a job that you can succeed in.


Play it cool and if you feel that you are contacting the head hunter too much, step back and take a breather.  If you submitted your resume the proper way, know that these headhunters know you are out there and be patient.


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Ken Sundheim is the CEO of an executive search firm by the name of KAS Placement.  KAS Placement specializes in staffing sales, marketing and media job seekers throughout the United States for clients from over 30 countries.



Being Fired From Your 1st Job

Being Fired From Your 1st Job

Most of the time, when younger job applicants are fired from their first job, they feel that the firing was solely based on their inadequacy as business professionals. However, this is simply not the case in most circumstances.  This negative thinking can send many younger professionals into a job search funk that is simply not necessary and can last for much longer than the situation warrants.


Instead, the majority of recent college graduates who were just fired from their job have to consider the following 3 pieces of advice:


1. It is Not the End of the World, It is Not the End of Your Career…as a matter of fact, you probably got a bad job out of the way early.  It happens to just about everyone and the earlier the better.  That is, if you’ve learned something from being fired.


2. Chances Are That You Had Little To Do With It – there are a million and one reasons as to why employees of all levels get fired, however there is a glowing exception with first time job seekers / recent college graduates.


This exception is that you have no training and if they could not provide it on the job. Chances are that there are reasons for this lack of training which are out of your control and these may range from budget to simply having a bad manager who really doesn’t care.


Now, if performance was obviously lacking then it was obviously lacking, simply fix what you think you can and realize that getting fired as an entry level job seeker is not always a black and white situation.


3. You Must Move On – careers are marathons, they are not sprints.  You are bound to have highs and you are bound to have times that you feel off your game, but it’s how you handle yourself during the latter that determines your longevity in the business world.


When I got fired from my first job, there was a feeling of loss and getting out of bed was not as easy as it was when a paycheck was coming in every other week, but now I love my job and, on certain weeks my company will bring in more money than they made a year.


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3 Reasons American Job Seekers Are Less Competitive

Why American Job Seekers Are Falling Behind by Ken Sundheim


It’s not simply the economy.  There are calculated reasons why some American job seekers are not getting the jobs they want and the pay that they feel they deserve.  Many of the reasons for lack of success are deeper than a resume that is not 100% or lack of ability to negotiate salary.  It has to do with American society as a whole. Here are some of the variables that make the young American job seeker less competitive by the day:


1. Education – The later they graduate college, the worse their writing skills are.  Judging by the hundreds of resumes that come into KAS Placement every day, it seems that poor grammar and a lack of ability to express oneself clearly is not reserved for the graduates of lower-tier schools.


Instead, some of the most reputable colleges are letting students graduate without merit (but, with payment, of course) which is diluting our country’s talent pool.  Mainly, this is due to colleges feeling they need to spend tremendous amounts of advertising dollars to compete with online schools, then filling this deficit with students who can barely read, but can definitely pay.


2. Impulsive Behavior – Younger Americans have become more impulsive than ever and seem to need everything right this moment – a characteristic that hinders many upon searching for a job.


When dealing with younger job seekers, our recruiters have more difficulty explaining to them that things may not happen the instant they want them to and not to act on that frustration.


While our recruiting firm explicitly explains to job seekers that their resume submissions will be read, but we can’t contact everybody right away, we still see emails in our inbox demanding that we read a resume submitted three hours ago.  These types of actions instantly force our recruiters to blacklist the individual because we can’t have that type of behavior going on with our clients.


Since 2005, the aforemetioned behavior among young job seekers has probably increased about 7 to 8x (this is factoring in increased resume submissions year over year).


3. Loss of Entrepreneurial Spirit – Many of today’s younger generation has just about every technological advantage over the older job seeker, but only a tenth of the research and creativity of job seekers with 5+ years experience.


KAS Placement’s website has a section dedicated to recent college graduates.  As a test about a year ago, I switched the tone of the main page telling recent graduates that recruiters could not do everything for them, but instead offered them advice on how to find a great job.  Visitors rarely returned and frequently exited the page without visiting these “recommended pages.”


The problem is that young job seekers from overseas are willing to do the research it takes to find the right position, as their custom applications and ways to get in touch with decision makers are more unique than going directly to a website and applying.  This is making it very tempting for some companies to start sponsoring young job seekers from the U.K. and Western Europe.


The Positive Takeaway


The positive takeaway for many younger American job seekers is that many companies are not going to sponsor overseas workers, thus the competition for great jobs is going to continue to stay domestic, as it were.  If a job seeker begins to seriously look at his or her defaults, a simple correction can spawn a great career.


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KAS Placement Job Search Videos: Using Unemployment Rates for Hiring and Recruiting Employees


The Day Entrepreneurship Nearly Killed Me



Go to: How To Work With a Head Hunter


About a year and a half ago, I began pouring disgustingly large amounts of money into my firm knowing that it would pay off. However, at that exact time, the job market hit a miserable low and, sure enough I got a phone call telling me that I had $500 in my bank account.


To give you a breakdown, I have two offices in New York City, an apartment in New York City, employees, a Siamese cat named Tarot and, as I thought of the possibility of losing everything, I began to get dizzy and a piercing pain started to trickle down my back.


At the time, I did have a lot in accounts receivable, but I wasn’t going to walk into a bank sick to my stomach attempting to factor receivables when I knew nothing of the topic.


So, the first thing that I put my mind to was not to let my employees realize my state of mind. Despite growing pain from stress, I could not show it in speech or body language. This sort of composure allowed me to determine that having no debt, I could live off both my corporate and personal credit cards until things evened out.


Since my mentor, Harvey Cohen died of pancreatic cancer years back, I had to turn my next best friend – reading. I kindly asked my Managing Director, Alison and Senior Recruiter and confidant, Gracie that I needed a few hours and to keep the troops at bay.


It was in that 120 minutes that I learned yoga because acupuncture is reserved for those with positive bank accounts and began reading about those who had issues that put mine in perspective. Winston Churchill ended up taking the cake.


As I calmed down, I began to think about why I began my business in the first place and the reason was that I was willing to take the ups with the downs and that’s part of life and part of growing up as a business man.


Luckily, the checks did come in the mail and my company revenue has been up over 145% in the past two years, but regardless I left my office that day weary, beat up, nearly broke, almost ruined, yet proud of myself that I handled a situation as a true entrepreneur and not that 25 year old compulsive kid that I knew when I started my business.


The moral of the story is that if you want to be an entrepreneur or do anything worthwhile, you’re going to have these types of days and how you react to them will determine whether or not you achieve the goals you set out to do.

More Entrepreneurship Articles by Ken Sundheim
How I Stared a Business at a Young Age
KAS Placement YouTube Channel Ken Sundheim Twitter



3 Reasons Why Marketing Employees Get Fired

For a few years, I must admit that I was highly confused as to why my firm had 300 job seekers looking for marketing jobs per day and only one employer looking to hire one. In sales and media, the ratio is 500% more than any form of marketing whether it be social media,digital media or other.


I would wonder what I was doing wrong. As time went on and I learned more about marketing, it became evident that these single marketing leads all had a very similar problem that they were intelligent enough to fix.


They hired, then fired several marketing employees and realized they needed help. Here were the top three reasons why these marketing employees got fired from their job.


1. Too much on their resume, thus raising unrealistic expectations. Marketing job seekers have to really dig in deep and be honest with themselves as to what they know and what they don’t.


A lot of times, the marketing job seeker, nervous that they won’t get a job in the field embellish their resume.


Going on what I know, I would predict about 70% of marketing job seekers do this and don’t realize the pending ramifications which is losing their job.


Not only do they lose their job, they lose any chance of obtaining a recommendation from their employer.


2. The employer doesn’t know their exact need. I’ve worked hard to learn marketing and when clients come to our firm to hire marketing professionals many are so off the mark as to what they need in an employee.


For instance, social media is something preached by every employer, but social media won’t help most of these companies because they don’t have a foundation. So, when these employers assign tasks, they are often vague and are derived from false assumptions.


3. There is no marketing and the job is too big. Sometimes clients come to job seekers with nothing in their marketing arsenal and expect the employees to spin gold. Though, the work load is just too much and, inevitably the job seeker falls behind, only to face a disgruntled employer who lets them go.


The situation proves lucrative for neither party and both leave in frustration.

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