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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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Finding the
Recruiting Script that
Works
By Bill Radin
We know that no two
candidates are alike. And yet recruiters often get lazy and use the identical recruiting script for
everyone, as if each candidate were a clone of the other.
To combat the cookie-cutter approach to recruiting,
remember: There are three types of candidates, each with their own set of expectations as
to what a recruiter’s role should be. Since each type of candidate responds to a different
recruiting approach, your job is to find the style that fits the need.
For example, the
relationship-driven candidate is like a
free agent, and expects the recruiter to act as a career representative. This type of
candidate responds best to the “Tell
me what you want, and I’ll call you
when the right job appears” script.
Relationship-driven candidates are typically those for whom
a variety of jobs are readily available, such as IT professionals and mid-level accounting
types. Due to the high demand in this milieu, a highly skilled candidate can often be
sent---on short notice---to two or three companies at a time, once the person has been
added to your inventory. By understanding the candidate’s needs in advance,
you’ll be able
to save time and increase rapport by making a more perfect match.
By contrast, the situation-driven candidate
sees himself as a problem-solver in search of a distinct position worthy of his expertise.
These higher-level candidates are typically difficult to inventory and place, due to their
unique skills and higher salary expectations. Usually, they’re approached in
response to
an industry-specific search assignment in which generic candidates are inappropriate.
Situation-driven candidates respond best to
a storyboard approach, in which you describe a compelling staffing dilemma. The more
detail you know about the needs of the client (and the consequences of the job remaining
unfilled), the more you’ll stimulate the interest of the candidate.
Finally,
there’s
the
specification-driven candidate.
He has little interest in “bonding”
with the recruiter, and just wants to know the
facts: Who’s the company? What’s the position? How much does it pay? Your
relationship
with this type of candidate will often be much like a vendor or supplier, but if
you’ve
got the right job at the right time, you’ll stand a good chance of making a placement.
When dealing with this type of candidate, it’s best to use a classified ad script, in
which you outline the job specifications and benefits clearly and quickly. Be careful not
to beat around the bush, or your candidate will quickly lose interest
and—poof!—evaporate in mid-sentence.
Candidates, like the rest of us, march to their own
drummers. What’s important is that you play the tune they like when you first make
contact---or adjust your presentation to suit their preference. Otherwise,
you’ll make a
lot of calls with little or no results.
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