I am sure all of us have heard a derivation of this line in the last six months: “There is a war on talent, so we need to be prepared.” Whether you are an agency recruiter or a corporate one, it seems like this has been the mantra of late.
Those of us who have been doing this for a while know this happens in cycles. Now it’s the war on talent. The next cycle will involve having great candidates but not having anywhere to put them. Being on the corporate side with an established brand definitely helps, but your brand alone is not going to close a candidate on your opportunity.
Nurses are a refined set of dames, although nowadays males make up around 10 percent of the nursing workforce in the UK and the U.S.. There are studies that show males make more than females in nursing (about $10,000 more) but when phone sourcing I still find older females in senior nursing positions, however.
Not many picture Walt Whitman as a nurse, but the American poet, essayist, and journalist volunteered as one during the American Civil War. And making news today, William Pooley the British nurse who contracted Ebola while volunteering in West Africa, has returned to Sierra Leone to resume his work.
Increasingly today, doctors and nurses view each other as peers and with their own unique experiences that nurses bring to the field nursing is a great profession for both women and men with widening opportunities.
I’m going to give you some tips for contacting nurses, whether by phone or by email. keep reading…
Everyone loves a trip down memory lane. That’s why VH1 made those retrospectives about the 1980s, 1990s, etc. Admit it: once you caught five minutes of one of those shows, the next four hours of your life were forfeited.
A few years ago, when I was an IT recruiter back in Washington, D.C. (see what I did there? Clever, right?), one of my favorite parts of the job was getting to know each candidate and figuring out what their “story” was. What were their unique aspirations and hot buttons? How did they get to this point in their career? What were they passionate about in their lives? Being able to get to know someone, then matching them up with a company that matched their professional and personal ambitions was, to me, one of the best and most rewarding parts of the job. It was always a delight to follow up with them six months later and learn that they were indeed happy with the new direction in their career.
Any recruiter worth their salt will tell you that their ability to sell a candidate on a company or a job is their “raison d’etre” (for those of you who slept through French or Philosophy 101: reason they exist). Now, with skill set requirements and qualifications that rapidly evolve with each new technology and regulatory change, creating specialized pockets of highly competitive positions, this ability to differentiate an opportunity from the rest of the landscape has become more important than ever.
So how exactly, beyond sheer luck, do you ensure that “just right” fit? Let’s take a cue from VH1 and fire up a couple of classics for some help: keep reading…
I’ve been missing from these pages for awhile, but I asked if I could return and request the help of some real recruiters. I heard some of the best hang out here at ERE.
Here’s the idea. I’m working with a bunch of people and companies putting together a comprehensive batting average for recruiters that combines all the critical factors, metrics, and competencies into one useful statistic. This will become known as the RBA — the Recruiter’s Batting Average.
Please look this first list over, suggest other factors that should be included, why some shouldn’t be considered, and which ones you think should be weighted more heavily than others. keep reading…
Hiring technical recruiters or sourcers with agency background experience has always been a trend. Why is this? What are the skills that agency recruiters and sourcers have that make them appealing to leaders of corporate staffing teams? Also, if you do work on the agency side but want to break into corporate, what do you have to do? Do you possess the skills that will make you marketable to a staffing team on the corporate side?
Of course, just because you work at an agency doesn’t guarantee that you are instantly awesome. You still have to be good at your job. Here are some of the transferrable skills that are needed in order to cross over to the other side. And why corporate staffing managers should pay attention.
Skills to Pay the Bills
If you have a good agency recruiter or sourcer who is on your doorstep applying for a job, then here are some the skills that will be of benefit to you: keep reading…
The short answer: It depends.
The long answer: It depends on a lot of things but the biggest qualifiers are what and where the job is.
If the job is one in which there is a plentiful supply of talent in the local market (relocation still being a big issue in recruiting today — most of my customers prefer not to do it!) and the job itself is one in which there is a healthy employee turnover rate (four to five years), usually between 35 and 50 telephone sourced names will effect one immediate hire.
Why do I put those words in italics?
I say usually because there is no magic bullet in recruiting, and several factors play into this formula: keep reading…
I am seeing a revolution happening in recruitment. keep reading…
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…