Kieron is the Director at KR Recruitment in Luxembourg and has more than seven years of commercial experience as a business manager. His core areas of recruitment are within Finance, Legal, Operational & HR functions. You can check out his LinkedIn profile.
Nicolas: I’d like to start with the story of how we met. You found my profile on Linkedin and called me about a job in Luxembourg. I told you that I had just created my career coaching company and we started talking. In the end I recommended one of my colleagues for the job and asked you to share your insights about recruiting. And here we are!
Let’s start with a hot topic. Do you have any tips on how to negotiate your salary with headhunters?
Kieron: Well when I told you about the job in Luxembourg for instance, we discussed the salary range right from the start. When you know the range and the profile of the expected candidate you can guess where you’ll land salary wise.
Nicolas: So the secret is to be upfront about it?
Kieron: Yes. Headhunters are usually upfront on salaries because they have no reason to hold back. You need to be comfortable asking your headhunter for a range early in the process.
Nicolas: Ok, so now let’s talk about interviews. Do you have a process in place to prep your candidates?
Kieron: I sure do! Most of the jobs I recruit for are senior analysts or above so we have few technical questions at that level. That means all the work we do is focused around the fit with the company and past experiences.
Nicolas: So what do you recommend your candidates do?
Kieron: We go through the usual suspects first. I make sure the candidates know their resumes inside out. After that we review the job description together and highlight the key skills required. Then we prepare examples on how they demonstrated mastery of those key skills in their previous jobs. Finally I check that they are familiar with the company activities and their financials.
Nicolas: That’s a good process. This is really the minimum amount of prep you need before an interview. Do you have a different process for preparing candidates at the CFO level?
Kieron: Not really, no. I mean, we go more in depth on the past experiences and focus on what is relevant for the CFO job that they are targeting.Even if you are a very senior candidate it doesn’t mean that you are doing everything right when it comes to interviews. So overall we stay focused on the basics even for CFOs.
Nicolas: I agree with you 100% here. Actually one of the managing directors I coached asked me some “detailed feedback” on his body language…but he couldn’t remember half of the experiences that were on his resume. So I had to cover the basics first!
I have one last question for you. How do you manage your network and stay in touch with so many people?
Kieron: That’s the biggest challenge in my job, finding the right balance between getting things done and staying up to date on what my contacts are doing. I use two techniques, the first one is sorting through candidates’ databases to find the most relevant contacts for the jobs I have in the pipeline and the second one is carving out an hour in my agenda to email or call my contacts.
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June 18, 2015