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A few slides from my presentation (with Kelly Dingee) on the 8.1.12 Workforce webinar (sponsored by Jobvite)
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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?
Kris:[email protected]: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn
Kelly:[email protected]: @KellydingeeLinkedIn: www.linkedin.com/in/kellydingee
http://fistfuloftalent.com/author/kellydingee