Hey Guys,

This is my first post after having been in the game for about 2.5 years.  I want to become active in this community, so I just want to come out of the gates by getting some shared thoughts on a popular objection I get and how some of you guys respond to it.

Sometimes when blinding up a strong resume and getting it into the right hands at company xyz, I will mention that my candidate expressed interest in their company and would be open to learning more.  Often I will get "if the candidate is interested in us, then why don't they apply themselves?"  I usually counter this by saying that "the candidate is passive/ happy where they are at, but at least open to exploring what is out there" (or something in this regard).  Then adding, "if you would like to talk with him, I advise we act soon before someone else gets their hands on him/her."

I am curious to see how some of you guys handle this kind of situation...

Look forward to your responses!

-Brian 

Views: 439

Reply to This

Replies to This Discussion

Hi Brian- Welcome.  I don't "blind up" resumes but when I do get that objection, I say something like:

"This candidates appreciates the benefits of being represented.  To have a "middle man" to flow information and have the process run smoothly. I can point out the benefits to your side as well.    He's also heads down busy as he would be for your company should you hire him."  

Blinding up was the first thing we were taught... What is your strategy to get into a company?  I can talk about a candidate all day long, but I figure, let them see for themselves... 

Good advice BTW, thanks...


Bill Schultz said:

Hi Brian- Welcome.  I don't "blind up" resumes but when I do get that objection, I say something like:

"This candidates appreciates the benefits of being represented.  To have a "middle man" to flow information and have the process run smoothly. I can point out the benefits to your side as well.    He's also heads down busy as he would be for your company should you hire him."  

I point out some of their relevant accomplishments.  I never send a resume out unless the candidate is briefed on the company and agrees to it.  Maybe in another market I would do things differently.  

I don't blind resumes, never have.  The feedback i have gotten from companies is that they hate blind resumes , hate recruiters who send them in exploratory and/or will not accept them at all.  If they did request more info based on a blind resume and you even got a phone interview from one you will run into HR discovering after the fact that they already have the resume and you have a hassle on your hands or they do.

If i am looking for new business i don't start with a resume.  I try to get a referral to either an internal or a hiring manager by someone who knows me.  I do a lot of ground work before we get to the resume sending stage.  If i do have a candidate who expresses intereset in a particular company my presentation to whoever i speak with is that my candidate has just decided to put some feelers out, is not ready yet to put his resume on the street but has asked me to make an exploratory contact to see if there might be interest in someone with his skill set.  He is aware of several people who work there who may know the executives in his company thus his reluctance to apply direct.  I put it in terms of what they would do if they wanted to explore an opportunity with another company but wanted to keep their search totally confidential until they knew there might be strong interest.

 

I find that it works better to ask on a cold call if the person i am speaking with would have interested in a Sharepoint Developer rather than saying that i have a Sharepoint Developer who is interested in working for them.  If there is interest in a skill set there are several bridges to build before the resume is sent.

 

I want them to hire me before they hire my candidate.

Thanks for taking the time Sandra!  And great advice...

Like I said, I have been doing this for a couple of years now and I have had some good success using blind resumes.  Had it not worked, I would have never put up the production that I have, nor stayed in this challenging, yet rewarding game.  With that said, I feel like I have graduated to a new level and would like to approach prospective clients the way I would want to be approached (as you say). I'm going to take this advice to heart and see what it does for my game.  I'm doing okay (3rd in production at my firm of 20) but I want to be the best! :)

It may take a little longer to build a relationship as the go to person so they call you instead of you calling them but if you are doing that well with blind resumes you should be able to build some power house relationships and hit #1.  Go get em'

Thanks again Sandra, and nice to "meet" you.  I look forward to reading more of your posts!  

Hi Brian.  Welcome to the RBC community.  There's no better place to be.

I can see you've got enthusiasm - and confidence.  Those are a few of the key ingredients to making it over the long haul.

 

I'm with Sandra though.  I'm sure I could go on and on regarding the whole "blind resume" thing.  Sounds like you're having success, so I won't say it doesn't work.


What I will say is that sending blind resumes should not be the primary approach to gaining new business.  I've heard from multiple clients over the years - and that is one of their top pet peeves. 

 

If you have a relationship - never send the resume with the info hidden.  It just suggests "I think you might screw me - so now you can't screw me" or something simliar.

 

If you don't have a relationship - don't send a resume.  Ever.  Period.  Not "just to show you what we can do" or "see how this candidate compares" type stuff.  That's not what we do.

 

My rule is this:  If you have a resume on your desk from me it is because:  You've agreed to use my service, the candidate has discussed the job with me, I feel he fits and he is interested in discussing it with you.  If one of those criteria is not met - then no resume.  Period.

 

Just offering an opinion here - and looking forward to the conversation.  :)

Reply to Discussion

RSS

Subscribe

All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below

Webinar

RecruitingBlogs on Twitter

© 2022   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service