Impress Me Or You're Dead - The New Rules for How Candidates Treat Recruiters
Impress Me or You’re DeadThe New Rules for how GREAT Candidates Judge (and Treat) Recruiters
Presenter Info• Kris Dunn• CHRO at Kinetix (RPO, Recruiting)• Founder of Fistful of Talent , The HR Capitalist• Hoops Junkie• Kelly Dingee• Manager of Strategic Recruiting at Staffing Advisors• Contributor at Fistful of Talent• Sourcing Expert
5 Things That Average Recruiters Do Every Day That Cause The Best Candidates to Ignore Them
What Would an Average Recruiter do?Code For: WWAARD?
They Fail to Personalize Everything • Stop spamming, you spammy spammer • They don’t use their name on email communications out of their system • They don’t reference what makes the candidate special • They don’t reference what makes the recruiter special • They treat the candidate like a commodity • What a shocker - you get commodity results with the best candidates with this approach • Don’t have time to personalize? Go recruit at a temp agency
They Don’t Know the Profile • We’re not talking about knowing the last two jobs of the candidate • We’re talking about knowing the background, companies, job and everything else related to the candidate • But that’s not enough – you have to have something interesting to say about that – what’s your connection to their background? • Time with profile + Thinking About Your Connection = Success with Candidate
They Don’t Connect the Dots• Average recruiters don’t try and connect the dots on why they were compelled to call• What’s in the bio that makes them a great candidate? Recruiters with success on great candidates know what the connection is• Average recruiters – no pitch at all• Everyone’s vain – tell them what you like
They’re Not Transparent About How They Found the Candidate• Don’t be cute. If you found them on Monster, just say so• People want to know how you found them – are you OK or a stalker?• Bonus points in play for upstream sourcing beyond job boards stuff• Upstream sourcing = you’re ability to connect with why you think they’re a fit for the role
They can’t pitch the opportunity and don’t try to overcome objections • Ask yourself this question – do I try and sell every candidate I call on the opportunity? • Why not? • Average recruiters transition to selling the opportunity once they personalize and connect the dots for the candidate • That first question was lame, the bigger question is this: How many objections do I listen to and try and overcome on a call that’s not going well?