Recruiters are expected to attract the top talent your hiring authorities will hire. Learn what to accomplish prior to recruiting presentations and the four objectives for every recruiting call. Utilize the two sample recruiting scripts in order to attract the best talent available for your open requisitions.
- One of the greatest complaints I hear from many recruiters is it's really hard to find top talent. The answer I'd like to provide to that statement is that is the best marketplace for recruiters. That's great for recruiters. When it's hard to find people, hiring authorities need us more. If it was easy to fill jobs, you wouldn't have a job as a recruiter because there'd be no needs. Now, there are traditional resources that recruiters have used for years. Website postings, job board ads, and social media connections. But what you have to do now, in addition to that, is surface those passive candidates that are not necessarily in an active job search.
So this involves you mastering recruiting presentations that are going to attract people that are working, but they make a change for the right opportunity that represented their next career move. Now there's certain things that you have to do prior to making a recruiting presentation. The first thing is, you've got to become comfortable with making these phone calls. And think about this for a minute. Job satisfaction has been at historic lows for years. Most people would make a change, if given the right opportunity. So when you think about that, the majority of people working are open to a new opportunity.
They're basically sitting there waiting for your phone call. And that's why you've got to be very comfortable when you're making these calls. And they're networking calls. Don't necessarily call them recruiting calls. You're networking with people to find out who they know, or if this is something that they would want to consider. And you've got to be very enthusiastic about your opportunities. And the only way to do that is, you've got to know the specs inside and out. You can't get on the phone and start recruiting on a job that you're not excited about, because you're not going to excite the people that you're talking to. What are the exciting things about the opportunity, or the company, or the department? You've got to set daily goals.
How many daily goals, how many people you're going to recruit on a daily basis. Because if you expect to succeed, you've got to recruit every single day of your life as a recruiter. And always focus on the what's in it for me. Every candidate you talk to, when you first get on the phone, this is not the first time they've heard from a recruiter. So why are they going to send you a resume or a CV, as opposed to other recruiters that are calling them? It's if you're focused on what's most important to them, they see the benefit to themselves to send you a resume or a CV, that's when you're successful.
Now when you're basically compiling your recruiting sheets, you want to do it in an order of priority. And the priorities are, where do you stand the best chance of actually having somebody send you a resume or CV? So first of all, start off with names that are given to you by your hiring authorities. Who do they want you to target? Or are there current companies that they want you to target? Do you have candidates in your database that have the specs that this hiring authority is looking for? What about reactivated candidates? Maybe somebody is not actively talking to you right now, but they're a candidate that you know you can reactivate.
And they have the specs your clients would hire. And then lastly, new names from sources like the internet and past recruits. And you notice I put that last, because you got all these other resources that you want to start with first, because they give you the best chance of getting a hire. Now, recruiting calls and one of the complaints I hear about recruiting calls, is they all sound alike. Basically, were using verbiage that would be used by a rookie salesperson. "Good morning, my name is Barb, and how are you today?" The minute you say, "How are you today?" What you're basically saying is, "Hi, I'm a salesperson, I'm going to try to sell you something. Would you please stay on the line and listen to me?" And those what we do presentations that we used to do in the past do not work today.
What you're going to try to accomplish when you're making recruiting presentations are the following: First of all, you want to set yourself up as an expert. You want to let them know that you understand what they're doing, who they are, and you want to show them that you've got the knowledge, so their confidence level in sending you a resume will increase. Number two, you have to let them know you've got access to great opportunities that are not advertised, that even if they're in an active job search while they're working, you've got opportunities they may not know about. You also want to let them know that you only represent talented overachievers.
Because if you're talking to somebody, and you say, "I base my reputation on everybody that I represent, that's why I'm calling you. I try to only represent those people that are talented overachievers." You're making the person feel good about themselves. If you make them feel good about themselves, they're more inclined to want to work with you. And then lastly, your job is to develop rapport based on trust. When you first make a phone call, you are a total stranger that they don't know, and they don't trust. And so it's the questions you ask them, it's how you conduct themselves, that start developing rapport and trust with this potential candidate.
Now, it's also important for you to realize you've got four objectives with every recruiting call. Number one, of course we want to find a candidate for a specific opportunity that we're working on. But number two, we want to get referrals from people that are out there working for other candidates we might be able to place or represent. Number three, as a recruiter, you've got to build this extensive, lifetime network of talent. So your job every day as a recruiter is to consistently build your pipeline. Build your network of people that trust you, and will possibly give you referrals, or let them represent themselves.
You also want to get excess candidates to list with you. You can never have enough good candidates in your database. You can never have enough good candidates that trust you to help them make their next career move. Now there's endless recruiting methods that work, and what you need to do is write down scripts. Because if you go out there and try to shoot from the hip, and this is not something you're comfortable with, you'll trip all over yourself. You want to find a method that best fits your personalities because, quite frankly, candidates want to be represented by someone they enjoy working with.
If you sound staged, or if you sound like you're reading a script, they're not going to send you their resume because they realize you're not comfortable with this whole situation. They want to enjoy working with somebody that has a positive attitude and a good personality, but also someone who's confident in their ability. So, as a recruiter, never forget every day is take your personality to work day. People will react if they, basically, like you, and they feel confident in your ability to represent them. And if you implement the ideas that I've shared in this video, what's going to happen is you're going to dramatically increase your ability to attract, not only talent, but the caliber of talent who are going to receive offers.
Barb outlines recruiting best practices, such as how to embrace attitudes and expectations for success, how to best use your time, and how to overcome common objections from employers and candidates. She also addresses the change in recruiting from a mostly verbal and face-to-face communication into the new era of data-driven social and mobile connections. In addition, she provides guidance on how to establish rapport and trust with hiring authorities and attract top talent, as well as techniques for negotiating, closing, and retaining clients and candidates for the long term.
- Develop the right attitude and expectations for recruiting.
- Use different recruiting methods, including websites and social media.
- Differentiate yourself to employers by positioning your services as a solution.
- Identify a company's hiring needs.
- Determine how to attract top talent.
- Build rapport and trust with candidates.
- Identify the right metrics to track your success.