Frankly I could have written this anytime the past two years, but I was hoping that as more of our industry talks about best practices in using social media and best ways to promote “employer brands” or “recruiter brands,” that things would get better.
I was wrong.
Really, really wrong. keep reading…
Applicant tracking systems are wonderful. They help you post a job to your own site and to many job boards, track submissions, and bring up those candidates again for new job searches. They also allow you to figure out who is where in the hiring pipeline, and keep things neat and organized. Some of them even intelligently pick the most relevant resumes that are submitted directly to the company or from third-party job boards such as Monster or CareerBuilder. However, when it comes to finding real talent that is a perfect match for the position, the ATS falls short compared to the good old-fashioned sourcing and recruiting process.
When filling a position using an internal ATS, it comes down to one of these two scenarios: keep reading…
The key to making quantum leaps in one’s production is found in the psychological arena. –Dr. Aaron Hemlsley
In his ERE article The End of Sourcing Is Near … the Remaining Recruiting Challenge Is Selling, John Sullivan suggests that due to the LinkedIn factor, the biggest challenge facing recruiting today is the need to sell, and the fact that many recruiters dread doing so. That’s because they just might have to make cold calls.
It’s Called Cold for a Reason
When I get ready to make a cold call, I do this whole psyche up thing.
I imagine myself as tall, strong, and fearless; ready to crush the competition. I get out of my chair and walk around. I look and feel the part. I am a recruiting professional and I am prepared for action.
I pull the trigger (aka dial my phone). It goes straight to voice mail. I leave a message that is precisely 30 seconds in length; I know that because I timed myself reading my prepared script before making the call. I hang up.
I made a cold call to the VP of Sales.
Whew, that wasn’t hard at all.
A few minutes later I dial into my voice mail to check out the recording I just made to myself..
Oh crap. I sound like a pissed-off drill sergeant begging for food stamps. I would delete this joker’s message within the first three seconds if I were the recipient.
Why So Many Avoid Cold Calling keep reading…
Most cellphones are not appropriate for conducting business — especially if you’re selling something!
This may come as a surprise to many of you, but part of your poor performance is directly linked to the interference your cell phone (or your Voice over Internet Protocol/also known as VoIP) is running during your presentation.
Let me give you an example. keep reading…
The nicest thing about not planning is that failure comes as a complete surprise and is not preceded by a period of anxiety. — John Preston, Boston College
When I started my sales career, I did not fully understand how to “plan for success.” My overall excitement level when it came to planning probably fell somewhere below my excitement for root canals and colonoscopies. Safe to say, I preferred doing — not planning.
Good morning, Mr. Phelps.
Your mission, should you decide to accept it, is to call someone and quickly establish rapport.
This person will be someone: (a) you don’t know; (b) will not be expecting your call, and; (c) will not want to talk with you.
You will have approximately 30 seconds to accomplish your mission. If you don’t succeed, you won’t have a second chance. Good luck, Jim! keep reading…
According to a recent Facebook blog post, “Half of employers (50 percent) are using Facebook in their hiring process. A majority (54 percent) already using the social network anticipates Facebook becoming a more important part of the talent acquisition process in the near future.”
Job candidates are also infusing their job search with Facebook activity. In a recent study conducted jointly by Facebook and Carnegie-Mellon University, results revealed that job seekers with strong ties who shared private messages, commented on each others’ posts, or posted directly on each others’ walls found new jobs at a rate of 33.2 percent over the three months. Those with weak ties found jobs a fifth as often, at only a 6.5 percent rate.
This data suggests two things: The first is that we are hiring people who are spending a lot of time on social media. (Let’s hope they’re not doing it while on the job!) And second, Facebook is a powerful tool for active, hands-on users. Like job seekers, recruiters need to do more than just jump on to the Facebook wagon — they need to learn how to drive it and not to forget to use the phone along with it. keep reading…
Plan your flight and fly your plan. That is the adage that aviators use before setting foot into an aircraft. The same should apply to a recruiter making a call to either a client or a candidate. So many of us filled with the urgency to get our message out and connect with clients/candidates just pick up the phone and start gabbing when a real, live person answers. Similarly, and more often than not, when we get an answering machine we stumble and stagger in terms of what to say. It doesn’t make us appear to be or sound professional.
Recruiting is a profession, and recruiters serious about their profession are always seeking ways to improve their skills, message delivery, and overall success in the business. Success not only translates into income but overall job satisfaction.
When calling a candidate or potential candidate, lay out in your mind what you would like to accomplish with the call and your desired outcome. For example, we generally want to know three things: keep reading…
There are many different things a phone sourcer says everyday, but there are some that are said most everyday.
You have maybe three seconds to engage a Gatekeeper.
What you say in those first few, fatal moments will determine in what direction your sourcing call will go.
The following are the most used words and sentences you’d hear if you could sit next to a phone sourcer for a day. keep reading…
As a recruiter, the way you communicate can make or break you. It can keep you employed and keep your candidates loyal to you.
I’m sure you have all heard the saying, “It’s not what you say. It’s how you say it.” It’s wise to follow this advice, but the most successful recruiters need to know what to say and how to say it. Consequently, to be a truly effective oral communicator, it’s imperative to be a great listener. For the purpose of this article, I’m going to focus on oral communication.
Knowing what to say and how to say it means you’re listening, asking questions, and prepared for questions, concerns, and/or objections.
The Importance of Effective Communication keep reading…
As an in-house recruiter or HR professional, have you ever been in a meeting with a recruitment supplier and been very impressed with their pitch and excited about the results that are going to follow, only to be completely let down by their performance? It won’t surprise you to read that you’re not the only one.
We all know that for every good recruiter who walks the earth, there are others who don’t quite make the grade. Many sell a value proposition that isn’t being followed up with action — recruiters who purport to headhunt and cold-call top people in the market, but actually only advertise their clients’ vacancies. As a client of these external recruiters you need to be in a position to make an accurate assessment of their worth — not just by what they tell you, but what they actually prove.
Many contingency-level recruitment firms haven’t evolved their value proposition as technology has evolved over the past 10 years. As in-house recruiters have been able to catch up with doing direct sourcing through job boards and social media, external suppliers should be getting more sophisticated in their approach to maintain a value proposition worthy of the fees that are charged — mapping out competitors, gathering referrals, building expertise and relationships in their chosen niche, for example. Too many contingency firms are still charging 15% to 25% for doing nothing more than advertising a poorly written or cut and pasted job spec, and it’s just not good enough.
So here are some questions to ask your suppliers next time you invite them in for an update or suppler appraisal. keep reading…
There is no index of character so sure as the voice. – Benjamin Disraeli, British prime minister and novelist 1804-1881
When we open our mouths, we reveal all sorts of things about ourselves that can have nothing to do with the words we’re using.
We all know that our tone is important when talking with a Gatekeeper, but how many of us realize that pressing on just one word in a sentence can change the impression and sometimes even the meaning that the emphasis gives?
In all of our jobs there are times when we must think about how we’re going to say something (in order to get the best result) before we say it. So my advice below applies not just to phone sourcing but to any recruiting or business-related call, such as a call with a job candidate, not just a gatekeeper.
Nuances that include inflection, stress, and context are all meaningful signals that convey information but inflection is the one that can change entirely the meaning of a sentence and the idea(s) behind it.
The emphasis on a particular word implies additional information than what the words say.
Say the following sentences with emphasis on each bolded word. keep reading…
If you work in an office, you realize that many times the Christmas season can be a less hectic and even a slack period. In most cases everyone, including recruiters, gear down and change their work patterns for the holidays. But if you’re a corporate recruiting leader, December should be viewed instead as a golden opportunity. It is a prime recruiting month (along with January and June) because many employed prospects have free time to consider a new job due to their own reduced workloads.
The end of the year is also a time where many individuals are reevaluating their current work and life situation and planning for the future. You may be skeptical but in this article I provide more than 20 reasons why corporate recruiting leaders should actually ramp up recruiting during the holiday season.
The Top 20 Reasons Why December Is a Powerful Time to Recruit keep reading…
Here’s a riddle for everyone looking to make a hire or get a date for Saturday night: How is Sadie Hawkins Day like recruiting?
Give up? Really?? This is an easy one! Both of you get to court the object of your desire.
Sadie Hawkins Day is “celebrated” on the first Saturday after November 9, which of course, is tomorrow. According to tradition — a tradition that evolved from a comic strip back in 1937 — Sadie Hawkins is the day when girls could ask boys out on a date and they pretty much had to accept. Back in pre-war America, that sort of thing just didn’t happen. But it caught on fast, after cartoonist Al Capp inked the first Sadie Hawkins Day race in his L’il Abner strip. keep reading…
In Part 1, we looked at the importance of “knowing your numbers.” To be successful in meeting demand from hiring managers, great recruiters need to know how to move “suspects” (think: passive candidates) through a sales funnel, or pipeline, quickly, and effectively. And they need to know their conversion rates throughout the process.
In this article, we turn our focus away from the recruiter’s activities and look more closely at the passive candidate’s activities. In order to be effective at moving people through a sales funnel or pipeline, know the key factors that affect whether a person is open to moving forward or not.
So what makes a person even want to move from being a “suspect” to a “prospect”? From “prospect” to “candidate”? There are three key decisions that your suspects, prospects, and candidates need to make in this “change process.” Let’s look at each of these.
Key Decision #1: Is This Worth My Time? keep reading…
There are many reasons why gatekeepers reject your efforts to breach their lines. I’m going to go over four of them with you in this article, but first I want to tell you a story. keep reading…
The recruitment marketplace has experienced a number of seismic shifts over the course of the last 15 years or so. Fifteen years ago, email was barely being used; Twitter, Facebook, LinkedIn, and even Google didn’t exist (Mark Zuckerberg was 12 years old!), and advertising for roles was done in print, not online; CVs were still largely being faxed or posted, and the only way to get good candidates in the market was to advertise, use an agency, or through internal referrals.
Now with the Internet, social media, and applicant tracking systems, organizations are no longer entirely reliant on recruitment firms to provide candidates and market intelligence. Of course there has been a shift toward corporate internal recruiters and RPO models in the past 10 years, but internal headhunters (which I differentiate from internal “recruiters”), and real market-mapping and cold-call headhunting is still very rare. Why? Well, mapping out competitors and building market intelligence takes time and time are of course expensive. Whereas an internal recruiter may work on upward of 100 vacancies per year (the numbers hugely fluctuate from company to company influenced by seniority of role, etc.), an internal headhunter doing the full lifecycle process may work on as few as 15 to 20 searches per year.
There’s also the issue of the skillset required to do both roles. It’s very different asking a recruiter to sift through 100 resumes received in an inbox from a job posting than it is to ask a headhunter to start with a blank sheet of paper and map out the firm’s top six competitors and cold-headhunt call everyone at those firms who may have a relevant skillset. In my time spent heading up an executive search function at J.P Morgan, I never once posted a job advertisement. My role was purely to headhunt top talent in the market.
An internal headhunter is of course a role that should be used only for particular vacancies. It may be the most senior roles, or for niche roles, where typical channels to market aren’t satisfying the requirement.
So how do you convince the budget holders to invest in an internal headhunter who costs more than a typical internal recruiter, but who works on far fewer roles? keep reading…
Anyone see this?
Just when you thought not poaching another company’s employees was the right thing to do – BAM!
You get blindsided by none other than the United States justice system.
All this havoc resulted from this in which the U.S. Justice Department settled in 2010 with Google, Apple, Adobe, Intel, Walt Disney’s Pixar, and Intuit for not “cold calling” one another’s employees.
In their defense, the companies argued that they “LinkedIn” mailed other company employees and contacted (by email) those they found on the Internet. keep reading…
I saw an interesting discussion posted in one of the LinkedIn groups I belong to. It asked:
When “cold calling” on a company for the first time, what is the best way to make contact that gets results? Assume you have no “in” at the company.
There were 64 votes. The voting results follow:
- Email (4%)
- Telephone (until you reach them live) (18%)
- Inmail once (1%)
- Email, then follow up by telephone (28%)
- Telephone, then follow up by email (46%)
I don’t think it’s too far of a stretch to change “company” to “person” and change “assume you have no in at the company” to, “You don’t know this person.”
Which would you choose?
I’m a phone sourcer who’s asked many times to take my research one step further and contact each of the names I’ve sourced to “profile” them for their interest in the opportunity my customer represents. So, I would choose Door #2.
Telephone (Until You Reach Them Live)
I know that makes me a minority, but I have my reasons for doing this. keep reading…
I had that singsong experience again yesterday while (phone) sourcing.
What’s the singsong experience?
It’s when a Gatekeeper starts offering information, in a continuous pattern, to your request.
Don’t misunderstand — I had spent several hours sourcing into a particular entertainment company with very little — almost none — success.
Admittedly, the customer said it was a challenge.
Then I got “lucky.” keep reading…