Client Dev & Marketing
About 26 years ago, I decided to conduct an experiment. I asked 40 selected Recruiters to go to their Hiring Managers and ask if they knew what a Recruiter did for a living. In response, I received 40 different answers. I thought it might be the way the Recruiters were framing the question. So, I asked those same 40 Recruiters, "What do you think you do for a living?" And I got 40 different responses from those Recruiters. I came to the realization that we Recruiters don't really understand what we do for a living.
We know we do certain things, but everybody has a different idea about what are those things. In fact, this is one of the reasons the recruiting profession is such a difficult profession in which to get proper training. There are so many different things that we do, and you don't have to be much off to miss the target completely.
In order to teach this to the new Recruiter, and also help train the tenured Recruiters, I decided to develop a presentation based on an analogy called, "Your Desk As A Manufacturing Plant".
This is how the analogy goes:
You walk into a recruiting office, talk to the manager and/or owner of the office, and decide to come on board and become a Recruiter. When you do that, you set up your own desk. You become your own General Manager, or GM, of the discipline that you intend to work. If you can, imagine an organizational chart. You will be in the middle of the chart. Put a dot with a circle around it at the top of your org chart. That's you--the General Manager.
You will need to call your business something. The suggested title is "Rapport Builders, Inc." The reason Rapport Builders, Inc. is the suggested title is that it is the one thing you need to do on every telephone call and on every personal visit. You need to build rapport with the Hiring Managers and with the Candidates. People have to Like, Believe, Trust, and Understand you before they will buy from you.
You are going to manufacture two products during your day:
- You are going to manufacture Job Orders.
- You are going to manufacture Candidates.
So, from the GM, draw a line down and to the far left and write "Job Orders", or JO's. Below JO’s, write the three types:
- Search Assignments: Your best JO’These are the JO’s on which you will expend most of your time. They are good for a variety of reasons, e.g., you know where to go to find the likely Candidates, you have cooperation from the Hiring Managers, it's a good position with a good company, etc.
- Matching JO’s: JO’s that are fillable, but not as good as SearchYou won't spend a lot of time on them. However, you will conduct file searches and "surgical", or selective, recruiting.
- Can't Help JO’s: JO’s that are un-They are still JO’s. Things do change, however, so you will keep them and try to change them later.
Now, from the GM, draw a line down and to the far right and write "Candidates". Below Candidates write the three types:
- Best Candidates: These are the Candidates you have the greatest opportunity toThey are the most controllable, they give you the most cooperation, they are highly marketable, etc.
- Matching Candidates: Candidates that are not as good, e.g., maybe they are not as "relocatable", or won't commute over certain distances, but have high "matchability" and asalary range.
- Can't Help Candidates: Candidates that want to be kept abreast of what is going on, want to know the good jobs, but are not willing, or able, to move, or give you the mostBut, things change. You will keep them on the back burner for later on.
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