Industry expert and Certified Personnel Consultant, Barbara Bruno walks through solutions that will drive more referrals and boost your bottom line.
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Today we’ll address:
• Why the candidate experience is critical to your success
• How to attract top talent by building your brand on LinkedIn
• How to improve negative social media postings
• Actions you can take to reduce status or update calls
• Steps to substantially increase candidate referrals
• How to differentiate yourself from your competition
5. Job seekers feel vulnerable as they put their talent and
career on the line
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Job seeker
6. Recruiters are judged on their ability to attract talent that will
be hired and retained
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Recruiter
7. Hiring authorities want to identify recruiters who will make
them look good
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Hiring authority
8. See your services through the
eyes of a job seeker.
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Step 1: Think outside | in
9. The majority of individuals who
submit their resume or CV do not
receive a response.
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Step 2: Communicate
10. Create a process that’s flexible
enough to recognize and attract
top talent.
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Step 3: Personalize your recruiting process
11. Think of candidate feedback as a
vital dialogue, a lesson and an
inspiration.
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Step 4: Change and improve
12. If they are treated with respect
and given resources that can
assist them, they are far more
likely to refer others.
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Step 5: Provide alternative resources
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Additional tips for your summary
• First person is key
• Talk about yourself in the first two lines
• Who do you help
• WIIFM (What’s In It For Me) focused
• Call to action
• Use bullet points
• Add links to your website
• Add media, YouTube Videos – add keywords
to description
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Your experience is 2,000 characters – not a
copy of your resume or CV
• Reiterate what you can do for who
• Call to action
• If different lines of business – separate
them out
Think of it as a mini-sales letter
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Answer these questions
• How many resumes or CV’s do you
receive each month?
• How many job seekers are actually
contacted?
• How many job seekers are interviewed?
• How many are hired?
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If there is a negative post on social media:
• Respond vs. ignore
• Display patience and
understanding
• Contact the individual privately
• If the conversation is positive, ask
them to remove the post
• Let your “followers” respond
26. It is estimated that most recruiters spend a minimum of 60-90
minutes daily responding to status or update calls from
candidates you will never place.
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27. • Provide a written list of expectations
• What they can expect from you
• What you need from them to find them
an opportunity they will accept
• Set specific times and reasons for
updates and follow up calls
• Provide the LPC (Least Placeable
Candidates) with something to do
and the calls will stop
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This can be resolved by the following actions:
29. “From your last place of employment”
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When making recruiting presentations, add six words to
dramatically improve the number of referrals you obtain.
The six words are:
30. • Call their last two employers
and ask for them
If you want to double or triple the number of candidates you
represent, implement the following:
31. “Has anything changed since
the last time we talked?”
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To eliminate surprises, start out every subsequent conversation
with your candidates with the same question:
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In order to dramatically increase candidate
referrals you must:
1. Create a referral process
2. Assure candidates they’re not referring competition
3. Bonus individuals providing referrals
4. Communicate on a regular basis
5. Send lists of open jobs, contracts or assignments
bi-monthly with an article of interest
33. How to really differentiate
yourself from your competition
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Your personal brand
Ask yourself the following questions:
• What can you say that others can’t?
• Why should candidates send you
their resume or CV?
• What is your personal brand that
you can share with candidates?
35. Whether you are talking on the telephone or meeting face-to-face,
you have a few seconds to establish a strong first impression.
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Think about your first impression
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Your candidates must feel that you are:
• An expert
• More knowledgeable than your competition
• Providing information that helps them succeed,
which builds trust and respect
• Helping to influence their decisions
• Open to being called by them
• Always going above and beyond their expectations
• Highly recommended
38. • With social media and the internet,
there is no reason for unprepared
recruiting, networking or
marketing presentations
• Research LinkedIn profiles making
informed, planned calls
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1. Be more prepared
39. • Learn as much as possible about
your candidates
• Focus on how you can benefit
them, address their WIIFM
(What’s In It For Me)
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2. Be more engaging
40. • It’s not your answers but your
ability to ask the best questions
that will attract top talent.
• The ability to identify the priorities
of your candidates will differentiate
your from your competition
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3. Ask better questions
41. • Position yourself as a trusted advisor
• Listen twice as much as your talk
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4. Become the best listener
42. • Show your dedication and enthusiasm
• Share testimonials and success stories
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5. Be more enthusiastic – work at a level 10
43. • Ask what offers they have received and
turned down
• Realize their resume or CV reflects their
past, not necessarily what they want to
do now
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6. Commit to provide results
44. • Build rapport that leads to trust
• Position yourself as a consultant
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7. Establish rapport and trust with candidates
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Follow the advice in this training and you will
attract the top talent you will place!