I want to start featuring a daily Recruiting Tip at the top of RecruitingBlogs.com. If you have one to share, please post it as as comment and once I have a number of them, I will start featuring one a day at the top of the network with a link back to your profile when it gets featured.

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Make a concerted effort to uncover secondary and tertiary skills for any candidates you speak with, then promote those ancillary skills to your clients by connecting them to the cross-functional and cross-departmental value that your candidate can bring to the company. With more companies doing more with less, a candidate's ability to engage in the workplace beyond their primary job description should go a long way.
So true Rayanne. I also sometimes stand up when I am calling to keep my energy up and I always turn off my monitor when I am on the phone so I don't get distracted.

Awesome idea to share!

Rayanne said:
No matter what, SMILE when you are on the phone... I guarantee they can hear it. And guess what? You will feel better at the end of the call, no matter what the outcome!
Make sure candiates who "say" they will relocate for the opportunity, are in fact really interested in relocating. Worst thing that can happen is have a candidate turn an offer down because they changed their mind on the move. In many cases, the candidate is excited, but a spouse is not. When relocation is involved, my best checkup is to call the candidate at home in the evening. There is always a chance the spouse may answer. This will open the door to make small talk and slip the question "so, what are your thoughts about moving to....." This will get to the truth immediately - especially if they didn't know anything about it!
Excellent comments. So often I hear recruiters attempting to get job orders by launching into a list of skills and experience and then asking if this is the kind of candidate the hiring manager they're speaking to hires. You have to build relationships first. I learned long ago from my wife, who is an excellent salesperson, to first sell yourself, then sell your company and then sell your product. Bennett Vivona said:
Recruiter’s jump too easily at any opportunity to show how smart they are by making a presentation about their candidate database or service's features and benefits. They forget their true goal is to
“create a relationship” Think of yourself as a doctor instead. A physician examines the patient thoroughly before making a recommendation, using various instruments to conduct the examination.
In selling, questions are the instrument to conduct a qualifying examination of the candidate and client.

Top Billers have an aversion to loose ends. They need to know where they stand and what must be done to move to the next step in accomplishing their goal. They have the need for control and for constant movement toward the goal with each rung in the ladder firmly in place. Even in casual conversation they attempt to get closure on any points left up in the air.
Recruiting Tips:
1) Look for the "givers" and avoid the "takers" in this field.
2) Be a "giver" and not a "taker."
3) Spend less time on "Recruiting Blogs" and more time making recruiting mistakes- that's how you learn.

Keith Halperin
You are absoultely accurate about getting to know & checking with the spouse especially if a relo is in the works. I would suggest that this be a running process because things change and so do attitudes. Your candidate may not say anything to you, hoping that his/her spouse will change their mind again. I had this happen to me in my 1st placement 10 years ago after I placed someone in CA back in Boston where they both claimed to want to return. He accepted this great position on Friday night, told his present boss on Monday and on Tuesday had to backpeddle ... she decided not to leave san Diego. The client never would speak with me again.
Volunteer your company as the place to hold related vertical and functional association meetings, supplying refreshments, food, and shwag while practicing the art of Zen Recruiting.
Jason C. Blais said:
Make a concerted effort to uncover secondary and tertiary skills for any candidates you speak with, then promote those ancillary skills to your clients by connecting them to the cross-functional and cross-departmental value that your candidate can bring to the company. With more companies doing more with less, a candidate's ability to engage in the workplace beyond their primary job description should go a long way.
Jason
It's all about "value added" isn't it.
Thanks for the reminder.
Toni Buccarelli said:
Jason C. Blais said:
Make a concerted effort to uncover secondary and tertiary skills for any candidates you speak with, then promote those ancillary skills to your clients by connecting them to the cross-functional and cross-departmental value that your candidate can bring to the company. With more companies doing more with less, a candidate's ability to engage in the workplace beyond their primary job description should go a long way.
HI all. I agree Recruiting and sourcing fees will be going way down! too sad!

Liz
Here a fantastic tip for those of you using Twitter:

Shut it off.

Never go back.

Leave it alone.

Ditch it.

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