This document provides tips for recruiting passive candidates. It begins with an overview of the challenges of recruiting passive candidates and then provides three key tips: [1] don't sell the opportunity but rather establish your credentials; [2] email the candidate first before calling to introduce yourself in a less intrusive way; [3] an initial "no" doesn't always mean disinterest so further investigate before giving up. The document concludes by emphasizing that adapting methods is key to successful passive candidate recruiting.
Cold calling involves directly contacting potential employers to inquire about job opportunities. It is an important method for job seekers to create a network and find openings that may not be publicly advertised. The document provides tips for making cold calls, including feeling confident and giving a positive impression, as well as examples of scripts to use when initially calling employers or asking to speak to hiring managers. Cold calling saves time and money compared to more passive job searching methods.
The document outlines tips for cold calling passive job candidates, including networking instead of selling, planning calls in advance, using email as an initial outreach method, understanding that an initial "no" does not always mean disinterest, and developing powerful word tracks to prepare for calls. It emphasizes the importance of confidentiality and overcoming objections by scheduling follow up calls or asking for referrals.
Cold Calling Trends: How to turn your cold calls HOTRCN
This document discusses strategies for improving cold calling effectiveness. It provides tips on researching buyer behavior to understand when prospects are ready to buy. It also recommends forming a hypothesis for why contacts do not respond to emails, voicemails, and messages. Additional tips include leaving 3 voicemails then stopping, using personalized and provocative email subject lines, and calling prospects in between contact attempts. The document also discusses how tracking email engagement and view data can help revive stalled opportunities and increase deal closing.
The Marketer's Guide To Customer InterviewsGood Funnel
A step-by-step guide on how to doing customer interviews that reveal revenue-boosting insights. This deck is made exclusively for marketers & copywriters.
Sales has changed over the past twenty years, and nowhere is this more clear than in cold calling. Many people say that cold calling is dead. They’re wrong.
If your cold calls aren’t producing the results you want, you need to update your toolbelt. Start improving your cold calls with these ten tips.
The document discusses best practices for email prospecting. It advises that effective emails are simple, demonstrate value to the recipient, are aligned with their objectives, and address priorities. Poor subject lines like "We Want Your Business" are unlikely to be read. Instead, subject lines should show focus on the recipient's concerns. The body of the email should share an valuable proposition, offer ideas, or pique curiosity. Emails should close by graciously requesting a follow-up conversation.
Tell me about your dream job interview question answerjonanh20
The document provides advice for answering common interview questions successfully by avoiding potential traps and giving the best answers. For the question about your dream job, it recommends staying generic and focusing on enjoying the work, people, contributing, and enthusiasm rather than naming a specific position. For considering yourself successful, it advises answering yes and briefly explaining how you have met goals and are on track to achieve others. When asked about industry rumors about the company, the document says to avoid being negative and focus on your own qualifications for the role. It also provides a link to download an ebook with additional common interview questions and answers.
Cold calling involves directly contacting potential employers to inquire about job opportunities. It is an important method for job seekers to create a network and find openings that may not be publicly advertised. The document provides tips for making cold calls, including feeling confident and giving a positive impression, as well as examples of scripts to use when initially calling employers or asking to speak to hiring managers. Cold calling saves time and money compared to more passive job searching methods.
The document outlines tips for cold calling passive job candidates, including networking instead of selling, planning calls in advance, using email as an initial outreach method, understanding that an initial "no" does not always mean disinterest, and developing powerful word tracks to prepare for calls. It emphasizes the importance of confidentiality and overcoming objections by scheduling follow up calls or asking for referrals.
Cold Calling Trends: How to turn your cold calls HOTRCN
This document discusses strategies for improving cold calling effectiveness. It provides tips on researching buyer behavior to understand when prospects are ready to buy. It also recommends forming a hypothesis for why contacts do not respond to emails, voicemails, and messages. Additional tips include leaving 3 voicemails then stopping, using personalized and provocative email subject lines, and calling prospects in between contact attempts. The document also discusses how tracking email engagement and view data can help revive stalled opportunities and increase deal closing.
The Marketer's Guide To Customer InterviewsGood Funnel
A step-by-step guide on how to doing customer interviews that reveal revenue-boosting insights. This deck is made exclusively for marketers & copywriters.
Sales has changed over the past twenty years, and nowhere is this more clear than in cold calling. Many people say that cold calling is dead. They’re wrong.
If your cold calls aren’t producing the results you want, you need to update your toolbelt. Start improving your cold calls with these ten tips.
The document discusses best practices for email prospecting. It advises that effective emails are simple, demonstrate value to the recipient, are aligned with their objectives, and address priorities. Poor subject lines like "We Want Your Business" are unlikely to be read. Instead, subject lines should show focus on the recipient's concerns. The body of the email should share an valuable proposition, offer ideas, or pique curiosity. Emails should close by graciously requesting a follow-up conversation.
Tell me about your dream job interview question answerjonanh20
The document provides advice for answering common interview questions successfully by avoiding potential traps and giving the best answers. For the question about your dream job, it recommends staying generic and focusing on enjoying the work, people, contributing, and enthusiasm rather than naming a specific position. For considering yourself successful, it advises answering yes and briefly explaining how you have met goals and are on track to achieve others. When asked about industry rumors about the company, the document says to avoid being negative and focus on your own qualifications for the role. It also provides a link to download an ebook with additional common interview questions and answers.
This document provides guidance on how to answer the common interview question "Tell me about yourself" in 3 parts:
1. Introduce yourself professionally and highlight your strengths without sharing your entire personal history.
2. Highlight 2-4 expertise areas that make you stand out, such as relevant experiences, skills and achievements, rather than assuming the interviewer knows your full resume.
3. Explain that you want the position because you are looking for new challenges and are excited by the job, rather than stating you desperately need a job or dislike your current one. Sample good and bad answers are provided.
The document contains notes from a job seeker workshop on writing CVs and preparing for interviews. It provides tips on structuring a CV with the proper format, using concise and evidence-based language, and highlighting achievements. It also discusses finding job opportunities through various sources like companies, recruitments consultants, and networking. Interview preparation advice includes researching the company, having examples ready using the STAR method, and being aware of non-verbal communication and personal branding.
Using Email Autoresponders to Gather More InformationBrandon Schaefer
Email autoresponders are an extremely efficient way to gather more information, as well as share additional branding messages that your business may have.
Learn how to boost your response rates with these email outreach best practices. To get on the early access list to the eCourse: quickmail.io/earlyaccess
The document provides tips and advice for job seekers on interviewing skills, including how to present oneself, common interview questions and how to answer them, how to prepare for an interview, and following up after an interview. It discusses appropriate attire, making a good first impression, researching the company, having examples to discuss work history and skills, following up with a thank you note, and providing contact information for the author who is available to help with interviews.
This document provides 77 sales scripting techniques organized into different categories. Some of the highlighted techniques include:
- Future pacing to help prospects avoid buyer's remorse by describing how they will feel using the product in the future.
- Connecting known concepts to unknown ones to educate prospects, such as comparing a DVR to a familiar VCR.
- Using stories, including success stories of past clients, to build rapport, reduce objections, and demonstrate results.
- Social proof through testimonials and endorsements from third parties to achieve influence that can't be self-created.
- Closing techniques like assuming the sale, reducing risk, offering bonuses, and using silence to influence prospects.
You dont have to wait for things to happen... You have the power to make things happen! The Art of Selling describes the basics of how you can persuade people more effectively, more ethically, and more often. Youll also discover that there is virtually nothing on earth that brings as much personal satisfaction as being able to save another person time, money, or frustration because of the goods, products, and services you have to offer.
Job Applications: How to Stand Out in a Group InterviewRed Tape Busters
Redtape Busters is specialized in resume and job application writing all over Australia. We can assist you to write and fine-tune your job application, resume and selection criteria responses.
ClickBank is a global internet retailer and affiliate marketplace. ClickBank was founded in 1998 and is privately-held. The company has more than six-million clients worldwide which secured it in becoming the 87th largest Internet retailer in North America.
This document provides tips for modifying resumes and interviewing successfully for jobs. It recommends highlighting your strengths and accomplishments without being modest. For resumes, emphasize relevant experience, education, skills and achievements. Tailor your resume to the specific position by mentioning the most pertinent details upfront. In interviews, display confidence by making eye contact, smiling, and providing clear, concise answers focused on your qualifications for the role. Follow up after applying or interviewing with a thank you note or call to leave a strong final impression. Preparing resumes and interviews this way presents you in the best light to prospective employers.
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
This document provides common phrases that can be used in job interviews, organized into categories:
1) Educational background - phrases to discuss one's education qualifications and degrees.
2) Previous experience - phrases to highlight relevant work experience and skills gained.
3) Why you want this job - phrases to explain why the role is of interest and a good fit.
4) Role play - an example role play scenario for an interview, with an applicant and interviewer.
5) Free talk - additional questions an interviewer may ask about academic skills, important job skills, regrets in college, and how coursework helped with projects.
Social Selling for Recruiters & Sourcing on FacebookJohnny Campbell
This document summarizes a social media briefing from Johnny Campbell on smart social selling for recruiters. The briefing covers searching for prospects on Facebook, engaging prospects on social media, conducting discovery calls to understand prospects' motivations, and using behavioral science techniques like offering three pricing options to influence customers. Campbell emphasizes using multiple contact methods like phone, email, and LinkedIn to engage cold prospects. He also recommends recruiters perform a "premortem" to identify potential risks for deals and outline plans to prevent deals from falling through. The briefing promotes Campbell's "Black Belt in Social Selling" program for improving lead generation and driving more revenue through social media and digital outreach.
How to Deal with Voicemail During Sales ProspectingSalesScripter
Prospects are reluctant to answer their phone. As a result, you can sometimes spend more than 50% of your prospecting time reaching prospect's voicemail boxes. Having a solid approach for how to minimize this challenge is critical to your success when sales prospecting. This presentation goes through some practical concepts and tips to help you out.
The document discusses why prospects are not calling sales reps back and provides advice on how to get prospects to return calls. It states that prospects are not calling back because sales reps are not providing enough value in their messages. It advises reps to stop leaving boring messages and instead craft messages that provide helpful, useful information to prospects by learning what is important to them. Reps should focus on discussing the benefits their product or service provides to the prospect rather than what the rep wants.
Cold Calling Tips and Million Dollar Sales Prospecting SecretsInsideSales.com
Jul 16th , 2015 at 11:00 a.m. PT
Featuring Ken Krogue, President and Founder at InsideSales.com and New York Times Bestselling Author Grant Cardone.
Breathe new life into the argument that cold calling may be alive and well, while warm calling and follow up calling bring even better results. All will be discussed in light of the latest technologies and techniques of research, sales training and sales systems. Grant and Ken share value that can make you millions on the phone today.
In this webinar you will learn:
How to Handle Price on the Phone
How to Get Past the Gatekeeper
How to Create Urgency
How to Close on the Phone
How to Separate Yourself from the Competition
How to Qualify the Buyer Over the Phone
What to Never Say on the Phone
How to Follow-Up the Unclosed Buyer
Cold calling and tele marketing best pptanand ayush
Cold calling involves making unsolicited phone calls or visits to potential customers to generate sales. It is a form of telemarketing used to convince customers to purchase products or services. Successful cold calling requires preparation like researching the organization, being attentive to details, respecting the prospect's time, answering questions effectively, setting firm follow up dates, and seeking personal connections. Current data shows that referrals are the top driver of new business for 50% of respondents, while cold calling only gains 21.4% of new business. Effective cold calling requires multiple follow up attempts, as many clients will not buy on the first call but 80% will say yes after the sixth contact.
This document provides tips and techniques for improving performance in telesales. It begins with an overview stating that following the steps of the system will lead to success. It then provides numerous tips organized under various headings, such as preparing for calls, handling objections, improving vocabulary, voice, and presentation skills, managing call volume and outcomes, and reviewing call metrics. The overall message is that with practice of the techniques discussed, telesales representatives can increase their income and sales.
This document provides guidance on how to answer the common interview question "Tell me about yourself" in 3 parts:
1. Introduce yourself professionally and highlight your strengths without sharing your entire personal history.
2. Highlight 2-4 expertise areas that make you stand out, such as relevant experiences, skills and achievements, rather than assuming the interviewer knows your full resume.
3. Explain that you want the position because you are looking for new challenges and are excited by the job, rather than stating you desperately need a job or dislike your current one. Sample good and bad answers are provided.
The document contains notes from a job seeker workshop on writing CVs and preparing for interviews. It provides tips on structuring a CV with the proper format, using concise and evidence-based language, and highlighting achievements. It also discusses finding job opportunities through various sources like companies, recruitments consultants, and networking. Interview preparation advice includes researching the company, having examples ready using the STAR method, and being aware of non-verbal communication and personal branding.
Using Email Autoresponders to Gather More InformationBrandon Schaefer
Email autoresponders are an extremely efficient way to gather more information, as well as share additional branding messages that your business may have.
Learn how to boost your response rates with these email outreach best practices. To get on the early access list to the eCourse: quickmail.io/earlyaccess
The document provides tips and advice for job seekers on interviewing skills, including how to present oneself, common interview questions and how to answer them, how to prepare for an interview, and following up after an interview. It discusses appropriate attire, making a good first impression, researching the company, having examples to discuss work history and skills, following up with a thank you note, and providing contact information for the author who is available to help with interviews.
This document provides 77 sales scripting techniques organized into different categories. Some of the highlighted techniques include:
- Future pacing to help prospects avoid buyer's remorse by describing how they will feel using the product in the future.
- Connecting known concepts to unknown ones to educate prospects, such as comparing a DVR to a familiar VCR.
- Using stories, including success stories of past clients, to build rapport, reduce objections, and demonstrate results.
- Social proof through testimonials and endorsements from third parties to achieve influence that can't be self-created.
- Closing techniques like assuming the sale, reducing risk, offering bonuses, and using silence to influence prospects.
You dont have to wait for things to happen... You have the power to make things happen! The Art of Selling describes the basics of how you can persuade people more effectively, more ethically, and more often. Youll also discover that there is virtually nothing on earth that brings as much personal satisfaction as being able to save another person time, money, or frustration because of the goods, products, and services you have to offer.
Job Applications: How to Stand Out in a Group InterviewRed Tape Busters
Redtape Busters is specialized in resume and job application writing all over Australia. We can assist you to write and fine-tune your job application, resume and selection criteria responses.
ClickBank is a global internet retailer and affiliate marketplace. ClickBank was founded in 1998 and is privately-held. The company has more than six-million clients worldwide which secured it in becoming the 87th largest Internet retailer in North America.
This document provides tips for modifying resumes and interviewing successfully for jobs. It recommends highlighting your strengths and accomplishments without being modest. For resumes, emphasize relevant experience, education, skills and achievements. Tailor your resume to the specific position by mentioning the most pertinent details upfront. In interviews, display confidence by making eye contact, smiling, and providing clear, concise answers focused on your qualifications for the role. Follow up after applying or interviewing with a thank you note or call to leave a strong final impression. Preparing resumes and interviews this way presents you in the best light to prospective employers.
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
This document provides common phrases that can be used in job interviews, organized into categories:
1) Educational background - phrases to discuss one's education qualifications and degrees.
2) Previous experience - phrases to highlight relevant work experience and skills gained.
3) Why you want this job - phrases to explain why the role is of interest and a good fit.
4) Role play - an example role play scenario for an interview, with an applicant and interviewer.
5) Free talk - additional questions an interviewer may ask about academic skills, important job skills, regrets in college, and how coursework helped with projects.
Social Selling for Recruiters & Sourcing on FacebookJohnny Campbell
This document summarizes a social media briefing from Johnny Campbell on smart social selling for recruiters. The briefing covers searching for prospects on Facebook, engaging prospects on social media, conducting discovery calls to understand prospects' motivations, and using behavioral science techniques like offering three pricing options to influence customers. Campbell emphasizes using multiple contact methods like phone, email, and LinkedIn to engage cold prospects. He also recommends recruiters perform a "premortem" to identify potential risks for deals and outline plans to prevent deals from falling through. The briefing promotes Campbell's "Black Belt in Social Selling" program for improving lead generation and driving more revenue through social media and digital outreach.
How to Deal with Voicemail During Sales ProspectingSalesScripter
Prospects are reluctant to answer their phone. As a result, you can sometimes spend more than 50% of your prospecting time reaching prospect's voicemail boxes. Having a solid approach for how to minimize this challenge is critical to your success when sales prospecting. This presentation goes through some practical concepts and tips to help you out.
The document discusses why prospects are not calling sales reps back and provides advice on how to get prospects to return calls. It states that prospects are not calling back because sales reps are not providing enough value in their messages. It advises reps to stop leaving boring messages and instead craft messages that provide helpful, useful information to prospects by learning what is important to them. Reps should focus on discussing the benefits their product or service provides to the prospect rather than what the rep wants.
Cold Calling Tips and Million Dollar Sales Prospecting SecretsInsideSales.com
Jul 16th , 2015 at 11:00 a.m. PT
Featuring Ken Krogue, President and Founder at InsideSales.com and New York Times Bestselling Author Grant Cardone.
Breathe new life into the argument that cold calling may be alive and well, while warm calling and follow up calling bring even better results. All will be discussed in light of the latest technologies and techniques of research, sales training and sales systems. Grant and Ken share value that can make you millions on the phone today.
In this webinar you will learn:
How to Handle Price on the Phone
How to Get Past the Gatekeeper
How to Create Urgency
How to Close on the Phone
How to Separate Yourself from the Competition
How to Qualify the Buyer Over the Phone
What to Never Say on the Phone
How to Follow-Up the Unclosed Buyer
Cold calling and tele marketing best pptanand ayush
Cold calling involves making unsolicited phone calls or visits to potential customers to generate sales. It is a form of telemarketing used to convince customers to purchase products or services. Successful cold calling requires preparation like researching the organization, being attentive to details, respecting the prospect's time, answering questions effectively, setting firm follow up dates, and seeking personal connections. Current data shows that referrals are the top driver of new business for 50% of respondents, while cold calling only gains 21.4% of new business. Effective cold calling requires multiple follow up attempts, as many clients will not buy on the first call but 80% will say yes after the sixth contact.
This document provides tips and techniques for improving performance in telesales. It begins with an overview stating that following the steps of the system will lead to success. It then provides numerous tips organized under various headings, such as preparing for calls, handling objections, improving vocabulary, voice, and presentation skills, managing call volume and outcomes, and reviewing call metrics. The overall message is that with practice of the techniques discussed, telesales representatives can increase their income and sales.
Creating a Proactive Recruiting Strategy to Target Passive CandidatesCachinko
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
This document provides tactics for cold calling success and getting appointments. It discusses the importance of prospecting and time management for sales success. Successful salespeople spend 45% of their time prospecting, compared to just 10% for less successful salespeople. It also discusses overcoming the natural reluctance to cold calling by focusing on fear of alternatives like not being financially independent. The document suggests being persistent and provides some numbers on average call attempts before deciding to move on to the next prospect.
This document is a training manual for overcoming the fear of cold calling. It provides tips and strategies for prospecting potential customers or clients over the phone. Some key points covered include developing an elevator pitch to introduce your business, using turnaround questions to keep conversations flowing, maintaining a positive tone and body language when calling, and tracking call activity in a database to support ongoing outreach. The overall goal is to help readers feel more comfortable using cold calls to generate new opportunities.
Social media recruitment marketing strategies to enhance your hiringAgile1RPO
This document discusses how companies can use social media and recruitment marketing strategies to enhance hiring. It recommends defining target audiences and their social media usage. Companies should identify subject matter experts and key messages to engage candidates on social platforms. The document also suggests creating targeted job postings, interview strategies, and using managers to co-source candidates. Metrics like traffic sources and demographics should measure the success of these social recruitment strategies. The goal is to build talent pipelines and employer brands through an interactive social media presence.
Cold calling involves making unsolicited phone calls to potential employers or clients in order to engage them in conversation and ultimately make a proposition for work or a sale. It requires being positive, friendly, and relaxed on the phone to avoid coming across as pushy or insincere. Preparation is key - research the contact in advance so you can find common ground and adapt your approach based on their interests. The goal is to have a natural conversation where you learn about them and look for opportunities to follow up in a way that leaves the door open for future discussions.
Beyond Codes Inc is an experienced lead generation and sales management company. It uses a comprehensive process involving research, profile building, and targeted outreach to generate qualified sales leads for its clients. Key aspects of its process include building an intelligent database based on client briefs, conducting research to create profiles of target companies, and having experienced sales executives make "smart calls" to schedule meetings which are then supported with detailed dockets. The company aims to deliver high quality leads and has achieved high client retention through a focus on metrics like lead quality and timeliness of delivery.
Kenny Cannon - The Art Of The Cold CallKenny Cannon
Kenny Cannon shares the pitch he's used for the past 20 years that's responsible for BILLIONS of dollars in sales. It was created during the mid 90's in the stock business out on Long Island and has been closing MASSIVE deals ever since. Kenny has added his own tweeks over the years and still uses this exact pitch every day to close deals.
Forget about wasting your time with "consultative selling." Stop talking to people for 4 hours about golf, fishing, vacations and their kids and START CLOSING DEALS!
This cold calling pitch by Kenny Cannon will have you asking for money in under 90 seconds. The goal is to get to the word NO as quickly as possible. After the word NO comes out, the game begins!
Have fun, hunt for NO's, use rebuttal sequences, and start CLOSING DEALS over the phone!
This document provides an overview of a book titled "Cold Calling 3.0 The Art of Selling Smarter Not Harder". The introduction discusses how traditional cold calling is ineffective and a new paradigm of permission-based marketing and engagement is needed. It argues that successful selling requires getting smarter about targeting prospects and using a variety of tools to warm them up before connecting. The key is inspiring buyers with compelling messages rather than interruptive pitches. Overall, the document advocates for redefining cold calling into a process of intelligent engagement and connection rather than random interruptions.
The hidden job market accounts for the majority of jobs, which are filled through networking rather than online postings. To shorten your job search, use a multi-strategy approach that involves networking with your existing contacts and meeting new people who can help you learn about potential opportunities. Breaking into the hidden job market involves expanding your network by talking to acquaintances, colleagues, and their contacts to make sure people remember you and what you have to offer.
The document provides tips for effective telephone marketing, including using a professional and respectful approach, compiling lists of potential customers, making initial contact to gather information about customer needs, following up by sending relevant information, calling back after a period of time to further the discussion, and keeping detailed records of interested prospects. The key steps outlined are focusing on understanding customer needs rather than pushing offerings, treating all contacts with respect, following up in stages to gradually engage interested parties, and using call records to track progress and next steps.
Employers Say Skills Are LackingIn Candidates And New Hires.docxSALU18
Employers Say Skills Are Lacking
In Candidates And New Hires
Today, more than ever before, employers say job candidates are outside the company. If you can't accept feedback, handle
lacking basic skills. They may have a degree or a diploma, but emotions, resolve conflict, and work well with others, you won't
don't measure up to workplace standards. Several skills areas be hired and if on the job, could be fired.
frequently mentioned include: Adaptability. Change is constant. We all have to adapt -
Speaking skills. Many of us have grown lax and don't even to new things, new people, new ways, new technologies. If you
hear ourselves use phrases like, "he ,---------------------, can't adapt and if you don't quickly
don't", "it ain't right", "he and me bounce back after set-backs, you
went" and so on. But others do hear it r.~'iIt--,\ won't last long.\tc'3~
and it will keep someone from getting Problem solving and critical
a job or a promotion. thinking. Employers want employees-.
Businesswriting. With Twitter and who can innovate, analyze situations,
texting, it's easv-to-tall into-the -trap - - and find-solutions-to problems. With
of shortcutting and taking liberties less people and fewer resources,
with generally accepted writing rules. employees have to be self-directed,
But, whether it's a letter, memo, work independently as well as in
e-mail, phone message, or a report, teams, and think on their feet.
employers expect employees to write, ~ These skills seem common
proof, and distribute proper, clear, sense. But they are not transferring
and error-free messages. into the workplace. Some of these
Understanding numbers. Everyone is responsible for the skills can be measured, some observed, others are harder to
bottom line and the bottom line is defined by numbers. Without assess. But all of them are essential.
being well-grounded in simple and complex math, you won't One excellent program for assessing skills of job candidates
have value. and skill gaps for employees is the Office Proficiency Assessment
Interpersonal skills. Today's workplace requires teamwork
- with people above and below your rank, people inside and ... see Skills Lacking on page 3
Susan Fenner, Ph.D. has made a career out of following workplace and workforce trends. For
more than 25 years, she was the Manager of Education and Professional Development for the
International Association of Administrative Professionals (IMP) and now serves as the Chief
Learning Architect for Speakers you Need (SyN), a consortium of subject-matter experts who
provide training to organizations. She was the Admin Support Advisor on Monster, and had columns
in Office
Solution
s and OfficePro magazines. She was also the General Editor for The Complete
Office Handbook. Susan has worked with business educators and corporations to prepare office
professionals to excel in their roles. She has also worked with educators to develop a business/
administrative curriculum used throughout the U.S. and Can ...
Networking Is Key To Successful Job Search (2)klchristop
Networking is key to finding 75% of jobs, which are never publicly posted. The author recommends job seekers build a network by conducting informational interviews with contacts from friends, family, alumni associations, and professional organizations. During these interviews, ask open-ended questions to learn about opportunities and get referrals to 3 new contacts. Maintain a record of all network contacts to follow up and keep relationships strong over time. Practice interview skills to be prepared when opportunities arise from your network.
The document provides advice to avoid common mistakes that can sabotage a job search. It cautions against errors in resumes such as poor writing, incorrect grammar/spelling, being too long or difficult to read. Other mistakes include not tailoring resumes and cover letters to specific jobs, ignoring job requirements, blasting resumes to many contacts, and being defensive in interviews. The document stresses researching organizations, using contacts and references, and acting professionally throughout the application process.
The document discusses strategies for finding a job in today's tough market. It notes that traditional strategies like responding to ads, networking, and sending resumes are often ineffective. Most opportunities are never advertised. It recommends getting in front of the decision maker by positioning yourself as a solution to their challenges rather than just another job seeker. The goal is to get invited to discuss how you can make a major contribution and help the company meet its challenges.
The document provides tips for job seekers to remain productive during periods of unemployment. It recommends volunteering your services to gain work experience and expand your network. Taking leadership roles in professional organizations and continuing education through classes are also suggested to demonstrate ongoing career engagement. Internships, even later in one's career, can aid career transitions. Networking is described as the primary way to learn about available jobs, and tips are given for overcoming fears, staying organized, and following up on networking contacts.
A presentation of top networking techniques for job seekers.
For more networking tips from the experts, visit us at www.distinctiveweb.com or follow us at:
Twitter: http://twitter.com/distinctivedocs
Facebook: http://facebook.com/DistinctiveDocuments
Google+: http://plus.google.com/+Distinctivewebofficial
LinkedIn: http://linkedin.com/in/michelledumas
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
The document discusses the importance of taking time to properly evaluate hiring needs and candidate qualifications rather than hastily filling openings. It recommends updating job descriptions to reflect current responsibilities and seeking candidates demonstrating essential skills like communication, focus, and a good personality fit. Employers are also encouraged to ask open-ended questions of candidates to elicit more informative responses about their qualifications and experience. The hiring process, though time-consuming, has a large impact on long-term business success so should not be taken lightly.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. The article provides tips for job hunting, including networking extensively, researching companies, following up promptly, and dressing professionally for interviews. While the internet can be used, the most effective methods are networking through family, friends and community contacts, directly contacting companies, using yellow pages to identify potential employers, and thoroughly researching career options and organizations of interest.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. Effective strategies include networking extensively to develop contacts, researching companies thoroughly, following up immediately on leads, and dressing and acting professionally. While internet job searches have a low 4% success rate, networking through family, friends and community has a higher 33% success rate. The most effective approach is thorough self-research to identify ideal jobs and skills, talking to current employees, and directly contacting potential employers to demonstrate how your skills benefit the company.
Nearly 80% of jobs are not advertised, so an active job search is important. Preparation is key to success, such as practicing interview skills and tailoring resumes to specific positions. The article provides tips for job hunting, including networking extensively, researching companies, following up promptly, and dressing professionally for interviews. While the internet can be used, the most effective methods are networking through family, friends and community contacts, directly contacting companies, using yellow pages to identify potential employers, and thoroughly researching career options and organizations of interest.
The document provides 46 tips for optimizing one's job search and career. Some of the key tips discussed include: applying to jobs through multiple methods to access all available opportunities; noticing which types of companies are interviewing you most and applying to more of those; asking places that cannot hire you for referrals, as this can lead to new opportunities; using the phone to contact potential employers in addition to emails; and allowing employers to talk about themselves in interviews to make them feel good. The document stresses the importance of being strategic rather than just tactical in one's job search approach.
Losing a job can be emotionally difficult, but it's important to take specific steps to recover and find new employment. These steps include dealing with emotions, filing for unemployment benefits, updating your resume, networking aggressively, and pursuing all potential job leads. Maintaining a proactive routine and positive attitude is essential for overcoming job loss and regaining self-esteem.
Losing a job can be emotionally difficult, but it's important to take specific steps to recover and find new employment. These steps include dealing with emotions, filing for unemployment benefits, updating your resume, networking aggressively, researching all job prospects including competitors of your former employer, considering freelance or contract work, and maintaining a proactive daily routine in your job search. Taking action and keeping a positive mindset are essential to rebounding successfully from job loss.
Complacency is one of the greatest enemies of the mature worker. If you aren’t growing in your role, learning new skills, open to new and better ways of doing things, you can be sure that someone else around you will be. Often people who are caught unaware by a redundancy recognize, too late to save their job, that they have not proactively adapted within their role or have not been attuned to the politics of what was happening around them.
1. Guide to Working with
Passive Candidates
By:
Shally Steckerl
Founder, JobMachine, Inc.
ZoomInfo - 307 Waverley Oaks Road Waltham, MA 02452 USA - 866.904.ZOOM - www.zoominfo.com
2. Guide to Approaching Passive Candidates
By: Shally Steckerl, Chief CyberSleuth and Founder, JobMachine, Inc.
Let’s say you found a bunch of great potential passive candidates, now what do you do? Using passive candidate leads can be
the most difficult and time-consuming aspect of recruiting today, but it is becoming increasingly necessary as fewer people
utilize traditional means to connect with potential employers. With specialized passive candidate search tools, recruiters now
can quickly access a few contacts and be back on the phone within minutes. This accelerates a recruiter’s ability to reach pas-
sive candidates, but it requires a different type of phone skill.
While much advice exists on addressing candidates that have taken some initiative in their job search, not many experts talk
about what happens once a passive candidate picks up the phone and says “Hello?” in response to your cold call. Making
that initial call to a truly passive lead can be a scary moment, so in this article we will review a handful of tips to help break
the ice and overcome that awkwardness. Let us first look at the five main stages to a successful cold call, and then we can
review a few useful tips:
Tip #1: Don’t Sell!
The best way to start talking with passive candidates is to engage them in conversation, not to sell them on an opportunity.
Most recruiters get an earful of “pitch the job” and “sell the opportunity,” but passive candidates are not in the market to
buy anything so selling them something is absolutely the wrong approach.
Instead of selling, try establishing your credentials and reputation. Mention connections you may have inside your organi-
zation, sector or industry, and offer these connections as a resource to them when needed.
Make a connection and listen to them. Before you call someone, learn as much as you can about them. The Internet offers
you plenty of information about their company, their industry and very often even detailed information about their inter-
est. If you found them on a passive candidate sourcing site, such as Zoominfo, look at their web references and you will
likely find a number of websites where they are mentioned. Identifying something you have in common with them will help
you develop a genuine connection. For example, have you been to their city or town? Have you attended similar universities
or conferences?
Beyond that personal connection it also helps if you know about what’s going on with their organization and even better if
you utilize familiar language and jargon. For example, use “insider” lingo or nicknames for products, facilities and locations,
projects, departments, and technologies. Zoominfo and additional deep web research can help you gather the information
that helps you understand the candidate’s milieu.
Tip #2: Email First
When possible, start your conversation with an email. It may seem counter-intuitive to begin a “conversation” with an
email, particularly in the context of this article, but great recruiters will use every tool at their disposal to connect with
appropriate talent and e-mail is as powerful a communication tool as the phone. Email is the quickest, most unobtrusive
and most commonly accepted way to establish rapport today. Using both the phone and email strongly increases the likeli-
hood you will make a connection.
Zoom Information Inc. 307 Waverley Oaks Road, Waltham, MA 02452 1.866.904.ZOOM (9666) www.zoominfo.com
3. Guide to Approaching Passive Candidates
By: Shally Steckerl, Chief CyberSleuth and Founder, JobMachine, Inc.
The best method is a three-step approach where the first step is an unobtrusive, non-solicitous networking request email.
Remember that you are reaching out to someone who is most likely not actively looking for new opportunities so they
will not respond well to bait-and-switch messages or overt recruitment approaches. When reaching out to passive leads
using e-mail do not directly solicit them for employment in any way. Your initial contact email should include:
1. Asking them if they would be receptive to networking with you
2. Mention that you are initiating contact electronically out of respect for their time and privacy
3. A clear way to get in touch with you privately (i.e. your phone number)
4. Enough detail so they can decide if you are worthy of a reply
The second step is a quick and simple voicemail the following day indicating your desire to speak with them for network-
ing purposes. Keep it brief, inform them of your intent to network, and clearly state the best way to get in touch with
you.
After your first voicemail attempt an e-mail follow-through greatly increases the chance of a return call because it bridges
the gap between the “electronic” world where spammers exists, and the “live” world of phone calls and face-to-face meet-
ings. The subject line on your follow-up email should reference the voicemail you just left by having a “date stamp” like
this: quot;Follow-through on my voicemail from today mm/dd/yy.quot; This begins to build recognition with your prospect and
increases the chances of success when you attempt this three-step strategy in one week.
The third step is a follow up email sent immediately after you leave a voicemail, verifying they received your voicemail
and re-stating your contact details. The best candidates are going to be aware of their value so they may not take much
initiative in calling you back. Try the above steps three times and then use the “Last Ditch” approach. In your fourth call
and email, state something to the effect of “I thought I’d give it one last shot” and explain how it is important that you
connect with them but that you have reached out previously to no avail. In the message clearly state that this will be your
last attempt to connect and you will be amazed at how many people respond to this last message.
Tip #3: No Isn’t Always No
The best passive candidates are successful and busy people so if you just accepted this initial “no” all the time then you will
not likely speak to many good people. Once someone answers you may get some initial resistance to the conversation or even
a very outspoken “no”, but you can often overcome this initial reaction. Once you do, a great relationship may blossom with
your new contact and you will find that the effort will be worthwhile.
An initial “no” could mean many other things besides “I’m not interested in what you have to say” so it is important that you
investigate a bit before giving up. For example, it could mean “I’m very busy right now,” in which case you should simply
offer to call at a more convenient time and schedule a follow up. It could also mean they are having a bad day, or are very
tired, and this is just not something they want to do right now. If their tone is abrupt, brusque or negative, let this initial
negativity roll off your back without reacting to it and do not take it personally. Tell them you appreciate they may be very
busy right now, but what you have to say is important and you would like to call them at another more convenient time. As
before, make an appointment and follow up. This initial “no” could also mean “I can’t talk right now because my boss is
looking over my shoulder” or they are in the middle of a meeting or other call. Drop a few hints and if that is the case then
see if there may be a better time when you can reach out.
Zoom Information Inc. 307 Waverley Oaks Road, Waltham, MA 02452 1.866.904.ZOOM (9666) www.zoominfo.com
4. Guide to Approaching Passive Candidates
By: Shally Steckerl, Chief CyberSleuth and Founder, JobMachine, Inc.
It is important to keep in mind that recruiters are not sales people. We do not sell a “product” –we help companies find the
right talent at the right time, and we help people move forward with their career goals. There are many reasons why some-
one may not yet be ready to move forward and thus they may not be interested in taking our call. Only by establishing a
connection will we be in a position to help them once they are ready, or to obtain referrals to those who are. In our next
white paper, we will discuss a number of strategies for successfully eliciting referrals.
Conclusion
In a tight labor market, a successful passive candidate recruiting program can be an essential for companies’ success.
Working with passive candidates requires a major change in methodology for companies that are accustomed to working
with active candidates, and recruiters who master these changes are at great competitive advantage. By breaking the passive
recruiting process into steps – source the appropriate potential candidates, engage them in conversation, use a combination
of communication methods, and give the prospect every opportunity to respond positively – committed recruiters can
readily adapt to the new recruiting landscape.
Resources
ZoomInfo offers free trials of ZoomInfo PowerSearch to get recruiters started on sourcing passive candidates.
Cold Calling Workshop
Learn how a simple to use cold calling flowchart can pre-empt a majority of initial objections particularly when applied
along with the effective use of email and voice mail examples provided in the Cold Calling Workshop available via
www.jobmachine.net.
Effective Communication Workshop
As you communicate with your new contact, it’s helpful to match their pace, cadence and tone. Jobmachine.net offers a
workshop about effective communication techniques such as this, along with a myriad of other persuasive methods distilled
for recruiters.
About Shally Steckerl
Shally got his start in research in 1996 when he realized that as a contingency recruiter he could beat the competition by
finding people who were not available in mainstream sources. Since then he has built several world class sourcing and
research organizations for large multinational organizations like Cisco, Motorola, Coke, Google and Microsoft. Shally now
spends his time consulting with organizations interested in building global passive candidate pipeline generation teams and
developing their advanced sourcing skills. As one of the most respected authorities in passive candidate research and talent
pipeline development Shally is frequently requested to present at major conferences and invited to conduct private work-
shops. Visit: http://www.jobmachine.net/shally for a complete bio, and to learn more about what Shally has to offer
recruiters check out: http://jobmachine.net/card.
About ZoomInfo
ZoomInfo is a business information search engine that crawls the Business Web – the millions of company Websites, news
feeds and other online sources – to identify company and people information which is then organized into fresh, compre-
hensive and objective profiles. ZoomInfo currently has profiles on 37 million people and over 3.5 million companies, and
its search engine adds more than 20,000 new profiles every day. For a free trial, go to
http://www.zoominfo.com/ctr.asp?c=1098
Zoom Information Inc. 307 Waverley Oaks Road, Waltham, MA 02452 1.866.904.ZOOM (9666) www.zoominfo.com