The Science of Recruiting (part 3) by Lou Adler
Part
3: Overcoming Basic Candidate
Concerns
The best active and passive candidates always have
multiple opportunities. As a result they need more
convincing that the job you're offering is better than
the other opportunities they're considering. For
passive candidates, they need to be convinced that
your job is even worth evaluating. Convincing
these top candidates to proceed in the hiring process
and then to accept a fair offer is what recruiters
need to do to be successful. Recruiting is not
about finding and hiring candidates who need another
job. Anybody can do this. These candidates will do
whatever you suggest.
The key to recruiting top candidates is by
maintaining “applicant control.” Strong candidates
who have other opportunities are always in a more
advantageous position than the company trying to
hire them. Good recruiters can reverse this position
by offering a better job among the competing
alternatives. Then they can use this stronger
opportunity as a lure to pull the candidate through
every subsequent step of the hiring process. This is
a
more sophisticated form of recruiting and much more
effective than aggressive pushing, which is typical of
how many recruiters work.
When working with top people expect resistance at
each step. First they won't take your calls. Then
they won't answer your questions. Then they won’t
like the job or the company. If that's not enough,
once all of these hurdles are passed they won't come
in for an interview at a convenient time. Recruiters
need to effortlessly handle and overcome these
concerns and temporary roadblocks. Don't complain
about a counter offer, or lack of interest after the
first interview, or anything else that goes wrong.
Expect things to go wrong; then deal with them.
These are the times when recruiters need to get
involved and take a leadership role in the process.
(continued...)
Read the entire article...
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Hello!
We've got some fantastic
things lined up for you this summer, including an
exciting lineup of speakers for our Best Practices
Seminar series. We're also working on bringing
valuable content directly to your desktop this
summer, including some great tips from Lou Adler
in this issue.
For our Recruiter Network, HireAbility has continued
to develop partnerships with many popular services
used in the recruiting community in order to secure
the best possible prices for members of our recruiter
network. In addition to our close work with
Yahoo!Hotjobs, AccordingtoDanny.com and
Linkedin, we've now got a joint venture to build a
web presence for your recruiting business at
extemely competitive pricing through
BuzzRecruiter.com.
Of course, HireAbility network
members gain a nice discount too! You may contact
Andrew Stock at astock@hireability.com
for inquiries on our latest discounts we offer to
members of the network.
Enjoy this month's version of Recruiter News and
have a fantastic July!
Best regards,
Craig
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Job Posting Services
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It's no secret that internet job postings are a way of
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time you must weigh that against the cost of the
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Look Who Else is Using HireAbility Technology!
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Ever since Position Manager, the premier Applicant
Tracking System designed for hospitals and
healthcare, integrated HireAbility’s ALEX
automatic résumé processor, new
and existing
healthcare clients have been converting higher
percentages of their career website visitors into bona
fide job applicants. The companies credit the
improvements to the streamlined user experience and
fast, easy application process, made possible by the
integration.
“We’re thrilled that our time to hire has improved,”
remarked Mr.Corey Baute, Staffing and
Recruitment Manager of Clarian Health Partners,
users
of the integrated Position Manager and ALEX
solution. “Staffing levels have a dramatic affect on
the quality of care, and we’re pleased that Position
Manager has given us such a powerful tool to fill
positions quickly.”
Read
the Press Release Here
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Ask Miss J -- Fun & Advice
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Click on Miss J's photo to email your
recruitment questions and problems to her!
Make no bones about it, Miss J is enjoying her
summer. When she is not punting across the lake or
grilling with friends she is biking along leafy lanes. As
the moon slips behind the trees on many a starlight,
night you will find our intrepid agony aunt sitting
under the old oak tree sipping a Pimms. But fear not,
Recruiters, she is not just idling her summer away.
How can she? Piled up at her feet lie the thirty bags
of mail that arrive daily from recruiters around the
globe who seek her advice. In fact it is due to these
heavy communiqués that the family retainer,
Soames, has a spine the shape of an S bend and is a
regular on the couch of Dr Crackerrbone, the local
chiropractor.
So as she sits in her industrial strength
bikini ‘neath the shady fronds, Miss J’s thoughts turn
to subjects of a culinary nature. What should she
ask Soames to prepare for her evening repast? A
little lobster, cucumber sandwiches, maybe even ask
him to open the Chateau Samsclub that has been
cooling in the fridge waiting for that special occasion.
While considering what edible delights she should
request, Miss J considers the coq au vin left over
from the night before. ”Why,” you ask, “was she
considering the remnants of the chicken stew for
tonight’s regalement? Surely the wonderful Soames
will fix her up something fabulously sumptuous.” The
reason she is considering the yummy poultry
detritus? Leftovers, pure and simple. Don’t
they always taste good? Don’t you just hate to
throw them away and cause waste? Just like eating
the rest of the Chinese takeout for breakfast the
next morning – it tasted great the night before and
even better at 10:30 on a Saturday morning…
Dear Miss J,
I would love to have a penny for each of the
potential candidates that I speak to every day or for
each of the résumés that get sent to me creating
that huge red river in my email each morning. If only
the contacts in my personal life were this prolific! I
qualify the résumés against my jobs, submit like a
mad thing to as many jobs as I can, but with the
best will in the World there are still loads left over. I
know that I can build a database to end all
databases, but at this rate I could wallpaper my
entire house with the résumés I have. I don’t want
to become alternative DIYer so what can I do with
my leftovers when I have finished qualifying them
against my jobs? I just want to talk to them and
move on and fill my jobs!
Miss Second Time Around, Fort Necessity, LA
Dear Miss Second Time Around, Fort
Necessity, LA
“Never say never,” they say. (Who are they
anyway?) I normally would never say never but I
just want to say, never look at a résumé for
just one
opportunity.
Of course you want to qualify the candidate for the
job in hand but I have heard so many recruiters just
thank a candidate for their time and hang up the
phone. Why not qualify them for the future? What if
it is a great candidate but just not right for this job?
It might be that you don’t even have a job for
somebody with those skills. But hey, you never know
what is around the corner.
In this job you need more pipeline than the Trans
Alaska. You never know what the future holds.
Remember those times…
(continued…)
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