Service Call… or MPC Call?
About the Author, Danny
Cahill
Hi Danny,
I have recently relocated and joined a firm that does
not have an established client base for permanent
placement. (My expertise is mid/senior level
managers in manufacturing.) So we need to build the
business.
My question is marketing calls. Most people I have
been calling are not available and I immediately go in
to voice mail. What suggestions do you have for
leaving messages, if any? I am not speaking about
MPC (Most Placeable Candidate) candidates but true
cold calling. Any suggestions in this area would be
great.
Danny's Response
Welcome to the age of voice mail!
I had a meeting in our office about a year ago to
actually track what percentage of the time we were
getting through to a live person on our first call, and
the numbers were shocking. My recruiters were
getting through to living and breathing people only
around 10% of the time. Which means that we had
to then find out what the more effective voice mails
to leave were, in order to generate that critical
callback - and here is what we have found…
Read the entire reply here...
Quick Links...
|
Hello!
In each issue of Recruiter News, we provide each of
our readers with links and resources to finding
solutions to meet your daily staffing challenges. I’ve
had the pleasure of working closely with a few of
these speakers over the years and I’d like to thank
each of them for their continuing efforts to work with
the recruiting community through the Recruiter
News.
I am extremely excited to announce that HireAbility
has launched two new services to members of our
recruiting network. Through our partnership with
eQuest, our network members have expanded job
posting availability at no extra cost. And our recent
partnership BizzwithBuzz enables us to offer customized recruiting website
design services at extremely favorable pricing. By
continually adding premier services that you
can access in one location, we can continue to be a
premier portal for the recruiting community.
For our readers in California, please stop by our booth
and say hello May 4 through May 6 at the California
Staffing Professionals’
recruiting conference in Palm Springs. For our
other readers, I
hope to see you at an event in your area soon.
If you have any comments about this newsletter or if
you would like more information about HireAbility,
please don’t hesitate to contact me. And as always,
thank you for your continued support!
Andrew
|
Myth to Science:
Changing the way we approach passive candidates in a talent economy
|
|
Part II: Finding, Categorizing, and Hiring
Selective Candidates
About
the Author, Jim Durbin
In
Part One
of the Series, we
discussed the problems with labeling candidates
as “Active” or “Passive”. The myth of the Passive
Candidate needs to be confronted and transformed
into a strategy of identifying and then hiring quality
candidates who are “Selective” in their job search as
opposed to candidates that are “Indiscriminate” in
their job search.
The advantages in this strategy are clear from the
definitions.
Selective Candidates:
- Put forth their own effort to identify quality
companies and quality hiring teams.
- Want the right job, the right fit, the right
culture
- Manage their career wisely, rarely evidencing a
pattern of job-hopping for minor reasons.
- Have probably turned down job offers in the
past.
- Answer questions about negative events on
their resumes truthfully and without apology (that’s
when they learned the most).
- Find new positions mainly through personal
referrals.
- Rarely send resumes blindly to companies or
recruiters (they never hit the Apply Now button on a
job board)
- Consider the challenges of the job as
important as the salary.
- Insist on clear job descriptions and written job
offers.
- Help facilitate extensive interviews where
meeting everyone they will be working with is a
priority.
Indiscriminate Candidates:
- Take little initiative in the interview process.
- Post their resumes everywhere they can.
- Are often represented by multiple recruiters.
- Are rarely prepared for an interview, often not
knowing what the job entails or what the company
does.
- Take half days where they pretended to be
sick for a first interview because the HR generalist
only works from 8-5.
- Often can be negotiated for lower salaries (and
then use the first day hired to look for a new job on
Monster).
- Leave positions for a slightly better offer,
never calculating benefits packages, travel times, or
type of work offered.
- Give bland answers to all interview questions.
They try to get through the interview without making
a mistake, instead of using the interview to find out
who they are working for.
- Will take a job without meeting their immediate
supervisor.
- Are terrified of questions that focus on their
value to an employer.
The goal of the indiscriminate candidate is to get the
job offer. They start to worry about the job details
after the first paycheck. The selective candidate
takes time in the hiring process to 1) identify the
actual job skills, and 2) provide a road map on how
they intend to provide value for the company from
day one. (continued...)
|
Ask Miss J -- Fun & Advice
|
|
Click on Miss J's photo to email your
recruitment questions and problems to her!
Another month laden with copious amounts of sugar,
gelatin, and chocolate finds a larger but happy Miss
J. Gone are the leprechauns and in their place are
the 6-foot tall Easter bunnies and over-sugared
children – both equally as frightening.
The sun is beginning to shine, the birds are tweeting,
and the leaves are about to burst forth. Now it’s
time to sit back, sunglasses on, feet up, and think
about all the summer sun and fun. Think about all
the toys that you need to make life good like that jet
ski or Audi TT convertible? Of course you need
money for those. The way Miss J always paid for all
her toys and cabana boys was through contract
recruitment, so when this letter arrived, she flung her
Gucci shades to one side, kicked off her Manolo
Blahnik flip flops, and grabbed the Mont Blanc
…
Dear Miss J,
I am an independent recruiter and my entire
background is in permanent recruitment and don’t get
me wrong, I am on a real winner here. But I am really
interested in moving into contract recruitment the
problem is, I feel it will be rather like changing from
playing golf to bungee jumping off a 500-foot cliff.
Although I am happy playing golf, part of me wants
to be bouncing and dangling and getting my next
recruiting thrill!! So Miss J, what do I need to think
about as I transition from plaid slacks to ankle cuffs?
And talking about golf, I really want a new set of
Honma clubs and have been told that contracting can
get me those little things in life that will bring a smile
to my face and a hole in one.
Intrepid, from Waha, Idaho
Dear Intrepid,
As an advice columnist to recruiters nationwide, I am
often asked about contracting recruitment and I am
happy to advise you on this exciting transition
(because, hey, who wants to wear plaid?!).
Before you dive head first off that cliff, let’s check
your safety gear (contrary to common myth,
recruiters do not bounce).
First, if you can do permanent recruitment, you can
do contract. We just need to consider a few
things…
(continued…)
|
|
|
