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SET REALISTIC EXPECTATIONS FOR SALARY AND RESPONSIBILITIES
A common issue in recruitment is a disconnect between the position’ s job duties, the company’ s budget and salary expectations. Companies often rely on recruiters to set a salary range for the role, but when the range is unrealistic, it leads to a lot of unwanted frustration. We believe salary expectations should be based on market data and tailored to the specific needs of the role and experience required.
When setting a budget, it’ s critical to ensure the salary aligns with both the industry standards and the expectations for the position. A salary range too wide can create confusion, and candidates may be dissuaded by a lack of clarity. On the other hand, unrealistic salary expectations can deter high-quality candidates and lead to difficulty attracting the right talent.
THE IMPORTANCE OF SOFT SKILLS AND CULTURAL FIT
You’ ve probably heard the saying,“ Culture eats strategy for breakfast.” In recruitment, culture and soft skills are just as important as technical skills. The best technical qualifications and experience won’ t matter if a candidate doesn’ t fit into your company’ s culture. As we all know, hiring the wrong hire can negatively impact morale, productivity and overall performance. In leadership roles, the wrong person can even cause department turnover to increase.
When interviewing candidates, it’ s essential to ask the right questions that go beyond just their qualifications. Look for signs of emotional intelligence, collaboration and strong problemsolving abilities. These traits are often the differentiators between a good employee and a great one who will contribute to long-term organizational success and even propagate a positive culture.
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COMMUNICATE WITH YOUR CANDIDATES
By now we have all heard the term“ ghosting.” In any recruiting process, ghosting should simply put, not be an option. However, it does raise the larger importance of communication throughout the interview process. With an already-long process for both the candidates and the company, poor communication is a quick way to lose the interest of top talent.
Whether they are moving on to the next interview or you are no longer considering them, it is important to make sure that you update the candidates you have engaged with. This ensures no one is left questioning where they stand and gives quick clarity to those no longer in consideration.
Achieving Your Recruitment Success
Recruiting the right talent doesn’ t have to be complex and daunting. With Doeren Mayhew, you can streamline the entire process, keep momentum going and identify candidates who meet your specific needs. Our Recruitment Services team will work closely with you to understand the what you are looking for and help you build teams that will drive success for your organization
About the Author
MICHAEL ROSENFELD
DIRECTOR OF RECRUITMENT SERVICES mrosenfeld @ doeren. com
Michael has over 20 years of experience in the recruitment industry, serving clients across a wide range of industries. With a passion for people, Michael focuses on full-cycle recruiting with an emphasis on accounting and finance professionals.
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