Tom Sweeney

It's a coming of age tale….

Posts Tagged ‘Per Diem’

Senior candidates: Use with caution…

Posted by sweens on May 15, 2009

Well I have suggested it a few times in previous blogs that senior resources would start to feel the pressure of the recession and would begin to start considering lower paying – lower positions – within an organization and I am beginning to see it.

For whatever reason, I saw a flurry of positions this week where some of them where junior to intermediate (2 – 5 years experience). My rates were indicative of the experience required and I had numerous applications from senior level resources. Sure enough they told me what they were expecting in terms of a per diem – way above what I could offer them – but once I told them what my rate was – 90% of the candidates were willing to accept that.

Is that good?

Yes and no. As I have mentioned before, it is good for the client(s) as they can get a senior resource without having to pay for them. But it is also bad as these candidates will likely be the first to leave should a higher paying opportunity come around.

So I suggest it again – use with caution….

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Show me the money…

Posted by sweens on January 27, 2009

I would like to suggest that there are two key mistakes candidates can make when applying for a position they know nothing about.  The first mistake is asking what the job pays right away.  The second is telling the recruiter that they can submit your resume without ever speaking about the opportunity.  Both of these moves are likely to leave a sour taste in the recruiters’ mouth.




I would recommend that this is not the best way to go about trying to find your next contract or position.  This to me demonstrates that your motivation for this position and any subsequent positions are the money associated with each position rather then what the position can offer you.  As I mentioned in an earlier blog, my goal is to find the right person with the right position rather then someone who can simply do the job.



People who are motivated by money rather then the opportunity on the whole are likely to leave the position for a higher paying position down the road.  This will ultimately not benefit my client and will force me to find a replacement.  Considering the opportunity on the whole from career potential to staff size, company culture and advancement opportunity, can often reflect a better opportunity then one that simply comes with a large pay cheque.




This is also a bit of a ‘no-no’ when you have never spoken to the recruiter about the position.  There is a tone of information from rate to contract length that needs to be discussed before both sides agree that any given opportunity is right for both sides.  Someone who is willing to be presented to a client before they know any of the details –including who the client is – can represent someone who is desperate for any position and may not be in your clients’ best interest.


While I offer a bit of a warning for these two points, if you feel that opening your conversation with a recruiter based around these two points is necessary, you should consider how it will be perceived.   I for example received an email from someone I contacted that did express an interest in one of my positions but did also point out that they were happy where they currently were.  They then pointed out what their currently salary was and where their expectations lied.  This to me was beneficial as I can tell directly if this candidate is in my range.  What was good about this email was it was professional and the candidate took some time to write about his current employment situation and what it would take for them to make a move. 


Much better then opening up with “What is the salary for this position?”

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