How many times have you found the perfect candidate, presented him (or her) to the Hiring Manager and then… nothing? The Hiring Manager has urged you to step up your efforts but when it comes time to make a decision, its an exercise in “analysis paralysis.”
I first tweeted about this new concept to my Twitter followers early in February 2012 here and here.
I recently tested a new way of sharing Jobs on Pinterest...
What I discovered is a fresh new way to post jobs and recruit talent!
Read more: How Companies Can Use Pinterest For Job Posting and Recruiting
In my previous blog post, I discussed the three things you MUST do during a recruiting cold call, and I presented an example of a cold call I received from "Suzy."
Coincidentally, within two days of my discussion with Suzy, I received a recruiting call from a consultant who opened his call in the following manner (identity has been changed to maintain his confidentiality).
Read more: The Most Critical Skill Set for Recruiters Making Cold Calls is
You can look at a job order like most recruiters, and see a classified ad. Or you can look at it like I do, and see an episode from The Mary Tyler Moore Show.
Think about it. Every day, a zillion candidates are being pummeled by recruiters who use the black and white version as the basis of their recruiting script---a script that sounds strikingly similar to last Sunday’s classified ad:
Whether you're making an initial marketing call or a cold recruiting call, you have approximately thirty seconds to do three things:
- Gain the individual's attention.
- Eliminate (or at least not create) a "reflex rejection."
- Change the dynamics of the call from a monologue to a dialogue.
Read more: The Three Things You MUST Do During a Recruiting Cold Call
