Comments on: Tips to Consider When Directly Sourcing for Candidates http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/ Recruiting intelligence. Recruiting community. Tue, 02 Dec 2008 19:07:16 +0000 http://wordpress.org/?v=2.6.3 By: Andrew Brittain http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3055 Andrew Brittain Tue, 14 Aug 2007 03:15:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3055 Recruiting is much an ART as it is a science. The reality is in the new war for talent, potential candidates are smarter and more informed than ever before and by simply changing some words a recruiter can make double digit gains on cold calls. By engaging a potential candidate in conversation you get them talking but after all is said and done, you need to come out of each dial with more information than you started. Simply by adding the words 'your name came up in conversation recently it made me think of you' or 'who have you seen excel at what they do, not necessarily looking for a job but is someone you respect? These words will get them talking and coin gold for the recruiter who now has a warm referral call. Recruiting is much an ART as it is a science. The reality is in the new war for talent, potential candidates are smarter and more informed than ever before and by simply changing some words a recruiter can make double digit gains on cold calls.

By engaging a potential candidate in conversation you get them talking but after all is said and done, you need to come out of each dial with more information than you started. Simply by adding the words ‘your name came up in conversation recently it made me think of you’ or ‘who have you seen excel at what they do, not necessarily looking for a job but is someone you respect? These words will get them talking and coin gold for the recruiter who now has a warm referral call.

]]> By: Mike Tiffany http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3047 Mike Tiffany Fri, 10 Aug 2007 12:34:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3047 Thanks for the great comments Scott. To me, everyone needs to set the stage and get organized to perform at their best. Thanks for the great comments Scott. To me, everyone needs to set the stage and get organized to perform at their best.

]]> By: Ted Oiler http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3042 Ted Oiler Thu, 09 Aug 2007 12:59:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3042 If you are getting a lot of rejections then you need to reconsider your approach. Let me ask a couple of questions? Another thread on here mentioned that they get a lot of rejections, right? What are they rejecting? Most likely it is your approach. Not many people don't want to hear about opportunities that might enhance their careers, pay them more money, make life better. It might be time to realize you have some holes in your recruiting skills and ask for help. Maybe go to a person in your office that you respect as a cold caller and ask them to coach you. If you don't you will keep doing what you have always done and keep getting what you have always got...rejected. The key to cold calling is to add value, if you add value then they will be happy to get your call. You will no longer be percieved as a recuiter, but seen as a resource.Otherwise you become just another churn and burn recruitier that calls when they need something, never to be heard from again. If you are getting a lot of rejections then you need to reconsider your approach.

Let me ask a couple of questions? Another thread on here mentioned that they get a lot of rejections, right? What are they rejecting? Most likely it is your approach. Not many people don’t want to hear about opportunities that might enhance their careers, pay them more money, make life better.

It might be time to realize you have some holes in your recruiting skills and ask for help. Maybe go to a person in your office that you respect as a cold caller and ask them to coach you. If you don’t you will keep doing what you have always done and keep getting what you have always got…rejected.

The key to cold calling is to add value, if you add value then they will be happy to get your call. You will no longer be percieved as a recuiter, but seen as a resource.Otherwise you become just another churn and burn recruitier that calls when they need something, never to be heard from again.

]]> By: David Sadler http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3045 David Sadler Thu, 09 Aug 2007 05:55:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3045 Thanks for the Post. My experience has proven that in the pop psychology of recruiting 'the more the candidate talks the better'. Not without the understanding they need to be directed on exactly where and what I want them to do and to stay focused on the objectives and not have a zillion friends. My success rates in the past have been similar to the 70-90% that Shally pointed out; and the problem I have encountered is more interested then qualified candidates, which necessitate the importance of listening to them talk before I pitch the opportunity too hard, and ask very pointed well prepared questions to subtlety discover their qualifications and motivators before I put on the ?full court press?. I have always viewed myself if nothing else a ?One man Marketing Machine? that maybe the only representative of the company they ever speak with, and this has helped ?get in the zone?. Thanks for the Post. My experience has proven that in the pop psychology of recruiting ‘the more the candidate talks the better’. Not without the understanding they need to be directed on exactly where and what I want them to do and to stay focused on the objectives and not have a zillion friends.

My success rates in the past have been similar to the 70-90% that Shally pointed out; and the problem I have encountered is more interested then qualified candidates, which necessitate the importance of listening to them talk before I pitch the opportunity too hard, and ask very pointed well prepared questions to subtlety discover their qualifications and motivators before I put on the ?full court press?.

I have always viewed myself if nothing else a ?One man Marketing Machine? that maybe the only representative of the company they ever speak with, and this has helped ?get in the zone?.

]]> By: Shally Steckerl http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3044 Shally Steckerl Thu, 09 Aug 2007 01:35:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3044 9 out of 10 means you are cold calling 10 people to get to one who will give you the time of day. With propper communication techniques training you would not be running into 90% rejections. Many of the recruiters I've trained engage 70% and a few have mastered these skills to the point where they engage 90% of the people with whom they communicate. The 'pitch' approach is frequently one of the reasons people get turned off. Instead, attempt to gain their interest, establish rapport, and get them to sell you on their strenghts, and you will have success far more than 10% of the time. I wish Mark Jennings and David Sadler were to comment on this post... Guys? 9 out of 10 means you are cold calling 10 people to get to one who will give you the time of day. With propper communication techniques training you would not be running into 90% rejections. Many of the recruiters I’ve trained engage 70% and a few have mastered these skills to the point where they engage 90% of the people with whom they communicate. The ‘pitch’ approach is frequently one of the reasons people get turned off. Instead, attempt to gain their interest, establish rapport, and get them to sell you on their strenghts, and you will have success far more than 10% of the time.

I wish Mark Jennings and David Sadler were to comment on this post…

Guys?

]]> By: Brad Stewart http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3046 Brad Stewart Thu, 09 Aug 2007 01:24:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3046 A great insight... thanks Scott. Very easy for someone new to sourcing like me to understand. A great insight… thanks Scott. Very easy for someone new to sourcing like me to understand.

]]> By: Jane Myers http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3039 Jane Myers Wed, 08 Aug 2007 05:28:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3039 When I cold call candidates I tend to sell my firm, our expertise, as well as my own experience in recruiting first and then try to find out if the individual is open to hearing about new opportunities. I have found candidates that are getting called from recruiters often appreciate the recruiter that takes a personal interest in them and tries to identify what they like in their job and what would motivate them to make a change vs.going into a sales pitch before you know who you are calling. Once I have gathered some personal information I would then go into the pitch about the opportunity and first see if it is something that individual is seeking vs. asking them for referrals. Many times they say that the particular situation isn't a fit but I might want to talk with their friend. A slightly different approach to consider. When I cold call candidates I tend to sell my firm, our expertise, as well as my own experience in recruiting first and then try to find out if the individual is open to hearing about new opportunities. I have found candidates that are getting called from recruiters often appreciate the recruiter that takes a personal interest in them and tries to identify what they like in their job and what would motivate them to make a change vs.going into a sales pitch before you know who you are calling. Once I have gathered some personal information I would then go into the pitch about the opportunity and first see if it is something that individual is seeking vs. asking them for referrals. Many times they say that the particular situation isn’t a fit but I might want to talk with their friend. A slightly different approach to consider.

]]> By: Ginnie Bellville http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3040 Ginnie Bellville Wed, 08 Aug 2007 01:26:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3040 Thanks, Scott, for an informative, no-nonsense article that actually lives up to it's title! Clear, concise, good advice for turning those cold calls into warm ones! Thanks, Scott, for an informative, no-nonsense article that actually lives up to it’s title! Clear, concise, good advice for turning those cold calls into warm ones!

]]> By: Sunil Brara Sbrara@hotmail.com http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3037 Sunil Brara Sbrara@hotmail.com Tue, 07 Aug 2007 11:54:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3037 Scott, Yes,I believe one should offer something instead of asking as you have said and also agree that one must first find out max info from the net etc but I have my reservations about the following although it is common practise. 1.The person who has been 'cold called' could well lose his/her job for talking about employment oppurtunities. 2.Even otherwise the 'para of the pitch'that you have given is too long. 3.It is better to find out more about the person and make a 'warm call or email'but not at the place of work. 4.DSNI-another new one for me,at least. Sunil Scott,

Yes,I believe one should offer something instead

of asking as you have said and also agree that

one must first find out max info from the net

etc but I have my reservations about the

following although it is common practise.

1.The person who has been ‘cold called’ could

well lose his/her job for talking about

employment oppurtunities.

2.Even otherwise the ‘para of the pitch’that you

have given is too long.

3.It is better to find out more about the person

and make a ‘warm call or email’but not at the

place of work.

4.DSNI-another new one for me,at least.

Sunil

]]> By: Dominador Ocale http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3036 Dominador Ocale Tue, 07 Aug 2007 02:43:00 +0000 http://www.ere.net/2007/08/08/tips-to-consider-when-directly-sourcing-for-candidates/#comment-3036 This is really helpful. I get a lot of rejections everytime I call people about our vacant position. Least I know that I am doing it the wrong way! Thanx for the advice. This is really helpful. I get a lot of rejections everytime I call people about our vacant position. Least I know that I am doing it the wrong way! Thanx for the advice.

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