Intelligent Internet Recruiting: Article by Bill Radin

Tips for Recruiters
Table of Contents
Twelve fact-filled articles about candidates, employers, and key elements of the placement process

1. Recruiters Add Value, Not Redundancy
Is candidate "ownership" your only claim to fame? If so, extinction is a distinct possibility

2. Finding the Recruiting Script That Works
How to combat the cookie-cutter approach to recruiting new candidates

3. Stimulate Candidate Referrals and Fill More Jobs
Improved relationships will increase the flow of candidates

4. How to Expand the Supply of High-Quality Candidates
Thirteen additional sources of new referrals

5. Intelligent Internet Recruiting
How to convert raw data into interviews and placements

6. Storyboard Your Recruiting Script
How to create a sense of excitement and urgency when you talk to candidates

7. The Power of Interview Preparation
Give your candidates the competitive edge when interviewing for your jobs

8. Candidate Control: The Key to Recruiting Success
Understanding your candidates' motivation for change

9. Fight the Counteroffer Bug
Find out how early detection can prevent disaster

10. You're Worth the Fees You Charge!
Why you should hold the line on search and placement fees

11. Negotiate for Higher Recruiting Fees
Increase your earnings from improved client relationships

12. Fee Negotiation Tactics
How to fight the pressure to slash your fees

[MORE Tips for Recruiters]

Intelligent Internet Recruiting
By Bill Radin mmm

Let’s say you made a killing on Wall Street, and you’ve got a fat wad of cash in your pocket. Do you carefully manage your new capital gains---or fritter the money away? The answer should be obvious.

Yet, recruiters squander their hard-earned assets---their candidates---every day, without even realizing it. They work hard to identify qualified people and then proceed to alienate them on the first telephone contact.

In sales, this is called “burning a lead,” and it’s a cardinal sin. Why? Because each candidate is precious, and can open a wide door of possibilities, none of which can ever be realized if the recruiter fumbles with the key.

The Irony and the Ecstasy
Electronic recruiting is revolutionary, in that it gives us the means to quickly find, attract and evaluate prospective candidates. But after all is said and done, recruiting is inherently a value-added function. In other words, it takes considerable training, skill and insight to consistently transform a mountain of data into an employment transaction; and it serves little purpose to harvest a bumper crop of candidates and then damage the goods in handling.

As a recruiting manager and trainer, I see the symptoms of ineffective first-call presentations all the time. It’s downright painful to witness recruiters who:

• can’t get (or hold) a candidate’s attention;
• can’t speak knowledgeably about the position that needs to be filled;
• can’t stimulate a candidate’s interest and elicit referrals; or
• can’t build rapport that will lead to a future callback.

The irony is that the ability to locate a candidate often exceeds the ability to recruit the person. Which is too bad, because a weak presentation not only snuffs out a potential placement, it wears out your welcome and fatigues your candidate base.

Learning the Tricks of the Trade
By contrast, the best recruiters I know are those who build relationships on the strength of their very first presentation of the job opportunity. Here are their secrets to success:

[1] Create visual imagery. Effective communicators paint word pictures and use metaphors and analogies to convey ideas that make an immediate impact.

[2] Tell a compelling story. We all know that a job is more than a dry set of specifications or departmental requirements. A skillful recruiter knows how to tell the story behind a job opportunity, and explain the dynamics of the people within the company.

[3] Transfer enthusiasm. People are, by nature, problem-solvers. And the more interesting you make the problem (and the more you get the candidate to identify with your search), the more likely you are to spark the candidate’s interest in a job or receive referrals to secondary candidates.

By assimilating these techniques into your recruiting vocabulary, you can maximize your first-call impact and turn one-night stands into beneficial, long-lasting relationships. Remember, a powerful presentation is what makes the difference between a data-gatherer and a fully-functioning recruiter.

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