While the workload may seem impossible, Moody said that recruiters for lower technical positions and entry-level positions rarely have a problem finding candidates, since so many seek employment with USWest. But regardless of her harried days, Moody says that she tries to devote time to retention by establishing strong relationships with candidates, determining the best job fit and then also finding out what perks and compensation will best keep a new hire happy. It is our role to ensure the fit with the candidate. She also tries to analyze the hiring manager's motives. I try to make sure that no one is making a hasty decision.
Managers can get hasty, and candidates can get anxious.
And some candidates are just motivated by money. While the USWest IT recruiter does not actually spend her time creating retention programs, she does have firsthand knowledge of what makes IT workers stay and go. The first thing is current and cutting-edge technology. The second is money, and Moody said that her department definitely has an impact in that regard. We could have influence internally in regards to salary.