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BlackDog |
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PO Box 3004 Crested Butte, Colorado, 81224
Contact us
Phone: 970 349 0364 |
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Stimulate Referrals and Fill More Jobs
Reprinted with the permission of
Bill
Radin
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Sometimes recruiters obsess so much over the
science of recruiting—the “where to look”—that we tend to ignore the
true art of the business, the “how to ask.” These days, it seems
we’ve all turned into info-junkies, addicted to databases,
directories and Internet research.
Which is fine. Candidates don’t fall out of the sky, they have to be
found. And given the Internet’s exotic allure of an unlimited supply
of highly skilled candidates, what recruiter wouldn’t be tempted to
compile a list of 100 names before even having to pick up the phone?
Unfortunately, the mountain of evidence approach to
recruiting threatens to become an end unto itself, as we
increasingly rely on raw data, rather than strong relationships
as the best source of qualified candidates. Today’s recruiter
frequently squanders resources already available by failing to
leverage relationships into referrals.
Go Right to the Source
To find qualified candidates, I’ve found that it’s far more
efficient to daisy-chain through a series of recommendations than it
is to cold-call a widely scattered collection of prospects. Or, to
use a football analogy, you’re more likely to score a touchdown from
a sustained drive than to run a post pattern on every play.
For example, many candidates can be found simply by taking the time
to ask the employer for referrals. By deposing the decision
maker before the search begins, you can eliminate many hours of
unnecessary research and data collection. Here are some simple
questions to ask as you write your next search assignment:
• Mr. Employer, is there anyone you’ve
interviewed in the past that might develop into a candidate for this
job or into a source of referrals?
• Have you met anyone in the last year or so (at a trade show,
industry meeting, etc.) that might be able to help me in the search?
• Can you tell me where the people on your staff worked prior to
coming to work for you?
• With your permission, may I speak with them, to see if they have
any contacts at their old companies that I might call?
It’s also advisable to ask the employer for the
names of any candidates that have already been interviewed or are
known to be unsuitable. That way, you’ll save time and eliminate the
risk of embarrassing yourself by presenting duplicate or unwanted
candidates.
Your Presentation is Everything
I’m often asked how to increase the number of referrals you can get
from a cold recruiting call. The answer is threefold:
1. Build credibility. Demonstrate that you understand the job
market, your capabilities and the candidate’s everyday world. If
you’re new to recruiting, nothing will establish your credibility
more quickly than expressing your sincere desire to learn.
2. Reciprocate. Be as helpful as you can to everyone you talk to. As
an expert in your market, you have a lot of knowledge to share in
terms of career management, salary guidelines and industry trends.
3. Strengthen your presentation. Most recruiters do such a poor job
of presenting themselves to candidates that they end up building a
barrier, instead of a bridge.
In a first-call situation, you have very little time to “connect”
with another person, so your recruiting script has to quickly
stimulate interest in order for a dialogue to develop. A
classified ad script (as in, “My client is a Fortune 500
company, looking for a degreed engineer with three years’ experience
in automotive gears, knowledgeable in CAD/CAM, blah, blah, blah. . .
”) is almost guaranteed to put the candidate to sleep, and will
probably stereotype you as a mere telemarketer.
In contrast, by using a technique called storyboarding,
you’ll connect more quickly with candidates and dramatically
increase the number of referrals you receive. Storyboarding sets the
table for dialogue by incorporating the element of drama into
your presentation. Once you’d piqued the candidate’s interest, the
two of you are more likely to engage in conversation, and the
candidate will more freely exchange ideas and provide you with
referrals.
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 © Copyright 2009, BlackDog Recruiting Software Inc. |
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