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Tips for Recruiters
Table of Contents
Strategy & Tactics
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Make Placements --
FAST!
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Voice Mail &
E-mail: Eight Simple Rules
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Job Orders --
Better, Faster, Smarter
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How to Switch Desk Specialties
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Who Makes the Most
Money?
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Retainers: Look
Before You Leap
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How to Add Value, Not Redundancy
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Intelligent Online
Recruiting
Skill Building
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Counteroffers: Can You Spot the
Signs?
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Resume Makeovers: Quick Tips
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Is There a MAGIC to Closing?
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Finding the Right Recruiting Script
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Storyboarding for Maximum Impact
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How to Stimulate Candidate Referrals
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Expand the Supply of Candidates
Candidate Management
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Playing Softball
with Your Candidates?
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The Power of Interview Preparation
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Control: The Key to Recruiter Success
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How to Fight the Counteroffer Bug
Employer Relationships
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You’re Worth the Money You Charge!
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Negotiate for Higher Recruiting Fees
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Anti-Discount Tactics for Recruiters
For Candidates &
Employers
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Graceful Exits for Job-Changers
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Advice for Engineering Candidates
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What’s Your Capture Strategy?
Q & A
for Recruiters
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Answers
to Your E-mail Questions
Bill Radin answers letters from recruiters around the world.
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Intelligent Online Recruiting
By Bill Radin
Let’s say you made
a killing in real estate, and you’ve got a fat wad of cash in your pocket. Do you
carefully manage your new capital gains or fritter the money away? The answer should be
obvious.
Yet, recruiters squander their hard-earned assets—their
candidates—every day, without even realizing it. They work hard to identify
qualified people and then proceed to alienate them on the first telephone contact.
In sales, this is called “burning a lead,” and
it’s a cardinal sin. Why? Because each candidate is precious, and can open a wide door of
possibilities, none of which can ever be realized if the recruiter fumbles with the key.
The Irony and the Ecstasy
Electronic recruiting is revolutionary, in that it gives us the means to quickly find,
attract and evaluate prospective candidates. But after all is said and done, recruiting is
inherently a value-added function. In other words, it takes considerable training, skill
and insight to consistently transform a mountain of data into an employment transaction;
and it serves little purpose to harvest a bumper crop of candidates and then damage the
goods in handling.
As a recruiting manager and trainer, I see the symptoms of
ineffective first-call presentations all the time. It’s downright painful to witness
recruiters who:
- can’t get (or hold) a candidate’s
attention;
- can’t speak knowledgeably about the position
that needs to be filled;
- can’t stimulate a candidate’s interest and
elicit referrals; or
- can’t build rapport that will lead to a future
callback.
The irony is that the ability to locate a candidate often
exceeds the ability to recruit the person. Which is too bad, because a weak
presentation not only snuffs out a potential placement, it wears out your welcome and
fatigues your candidate base.
Learning the Tricks of the Trade
By contrast, the best recruiters I know are those who build relationships on the strength
of their very first presentation of the job opportunity. Here are their secrets to
success:
1. Create visual imagery. Effective communicators
paint word pictures and use metaphors and analogies to convey ideas that make an immediate
impact.
2. Tell a compelling story. We all know that a job
is more than a dry set of specifications or departmental requirements. A skillful
recruiter knows how to tell the story behind a job opportunity, and explain the dynamics
of the people within the company.
3. Transfer enthusiasm. People are, by nature,
problem-solvers. And the more interesting you make the problem (and the more you get the
candidate to identify with your search), the more likely you are to spark the
candidate’s interest in a job or receive referrals to secondary candidates.
By assimilating these techniques into your recruiting
vocabulary, you can maximize your first-call impact and turn one-night stands into
beneficial, long-lasting relationships. Remember, a powerful presentation is what makes
the difference between an information broker and a fully-functioning recruiter.
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