Recruiting & Candidate Development
We know that no two candidates are alike. And yet recruiters often get lazy and use the identical recruiting script for everyone, as if each candidate were a clone of the other.
To combat the cookie-cutter approach to recruiting, remember: There are three types of candidates, each with their own set of expectations as to what a recruiter’s role should be.
Since each type of candidate responds to a different recruiting approach, your job is to find the style that fits the need.
For example, the relationship-driven candidate is like a free agent, and expects the recruiter to act as a career representative. This type of candidate responds best to the “Let me learn about you first, and then I’ll call you when the right job appears” script.
Relationship-driven candidates are typically those for whom a variety of jobs are readily available, such as IT professionals and mid-level accounting types. Due to the high demand in this milieu, a highly skilled candidate can often be sent—on short notice—to two or three companies at a time, once the person has been added to your inventory. By understanding the candidate’s needs in advance, you’ll be able to save time and increase rapport by making a more perfect match.
By contrast, the situation-driven candidate sees himself as a problem-solver in search of a distinct position worthy of his expertise. These higher-level candidates are typically difficult to inventory and place, due to their unique skills and higher salary expectations. Usually, they’re approached in response to an industry-specific search assignment in which generic candidates are inappropriate.
Situation-driven candidates respond best to a storyboard approach, in which you describe a compelling staffing dilemma. The more detail you know about the needs of the client (and the consequences of the job remaining unfilled), the more you’ll stimulate the interest of the candidate.
Play the Tune They Like to Hear
Finally, there’s the specification-driven candidate. He has little interest in “bonding” with the recruiter, and just wants to know the facts: Who’s the company? What’s the position? How much does it pay? Your relationship with this type of candidate will often be much like a vendor or supplier, but if you’ve got the right job at the right time, you’ll stand a good chance of making a placement. When dealing with this type of candidate, it’s best to use a classified ad script, in which you outline the job specifications and benefits clearly and quickly. Be careful not to beat around the bush, or your candidate will quickly lose interest and—poof!—evaporate in mid-sentence.
Candidates, like the rest of us, march to their own drummers. What’s important is that you play the tune they like when you first make contact—or adjust your presentation to suit their preference. Otherwise, you’ll make a lot of calls with little or no results.
Bill Radin is a top-producing recruiter whose innovative books, CDs and training seminars have helped thousands of recruiting professionals and search consultants achieve peak performance and career satisfaction. Bill’s extensive experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentals—or veterans ready to jump to a higher level of success.
One of the most popular and highly regarded trainers in the recruiting industry, Bill has trained many of the largest independent and franchised recruiting organizations, including Management Recruiters, Dunhill, Sanford Rose, Snelling and Fortune Personnel. His speaking engagements include the NAPS national conference, the annual Staffing Industry Summer School in Chicago, and dozens of state association meetings and network conventions, including Top Echelon and Splits.org.
Bill's recruiting career began in 1985, after he received his Master's degree in Music Performance from the University of Southern California. A specialist in the sensor and instrumentation industry, Bill serves his client companies by filling sales, managerial and technical positions.
Under his leadership as manager and training director, Bill helped Search West of Los Angeles and Management Recruiters of Cincinnati set individual and company billing records. In addition to his best-selling industry-specific books for recruiters, Bill has also authored the critically acclaimed career books, Take This Job and Leave It and Breakaway Careers, published by Career Press.
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