screen them. When new job reqs come through always check your Word Doc folders for the corresponding job title and you may have 3 or 4 superstars to call right away. You may want to call those superstars every month to check on their work status and keep them "warm" in case of new job reqs coming open.
If you have a fancy ATS you should be able to tag the hot candidates as just that and then later you can do a keyword search on their candidate status and should be able to find and sort them.…
s, blogging on niche blogs, and user group networking. Postings seem to run hot and cold, so we can never rely on them. We're also going back to warm calling more than we used to. We'll see how the next few months go.…
10 black peppercorns, crushed
1/4 tsp dried rosemary leaves, crushed
2 tsp lemon juice
2 tbsp flour
1/2 tsp salt
1/2 lb bacon, diced
1 clove garlic, finely chopped
1 cup water
1 tbsp currant jelly
1 small bay leaf
1/8 tsp dried thyme leaves
3 tbsp water
Sprinkle hare with salt. Coat with 1/3 cup flour, shake off excess. Fry bacon in Dutch oven over medium heat until crisp, remove bacon and drain on paper towels. Brown a few pieces of rabbit in hot bacon fat, remove browned pieces. Repeat with remaining rabbit. Remove all but 2 tablespoons fat.
Cook and stir shallots and garlic in hot fat in Dutch oven until shallots are tender, about 4 minutes. Stir in wine, 1 cup water and the instant bouillon. Heat to boiling. Stir in jelly, peppercorns, bay leaf, rosemary and thyme. Return hare and bacon to Dutch oven. Heat to boiling, reduce heat. Cover and simmer until rabbit is tender, about 1 1/2 hours.
Remove bay leaf and discard. Place rabbit on warm platter, keep warm while preparing gravy. Stir lemon juice into liquid in Dutch oven. Shake 3 tablespoons water and 2 tablespoons flour in covered jar. Stir flour 1/2 teaspoon dried thyme leaves in cheesecloth bag.
And here you have your Hasenpfeffer - German rabbit stew.…
ns can but you will notice that a lot of the vendors are now trying to add TRM capabilities to their systems because they fall short in this very area.
The future of recruiting as we have all seen discussed in many places will be more around the "how do I develop rich relationships ahead of the demand" (in a scalable way).
The challenge: We all have seen ATS's full of millions of candidates and recruiters only selectively build relationships with these people based of (a) They deem potential hires (b) bandwidth. Sending a mass email to the millions of people in you database saying you want to keep in touch as a way of building/sustaining relationships is seen as SPAM given it is not targeted of relevant. If we now also throw in "talent" that is not in our ATS and we are looking to try and build/sustain relationship ahead of the demand, the problem multiplies significantly. We all know that just because I have 1000+ connections in a social networking tool it does not mean I am actually connecting in a meaningful, targeted and continual way with that group.
At the heart of TRM is the ability to map talent pools (regardless if they are interested or not) then start to market to them in ways that:
a) are targeted to their expertise and needs
b) Moves thousands of people along the continuum from cold (not interested but targeted) to warm (interested, but timing not right) to hot (ok, I am ready to make a move and you agree they are on target)....all the while the messaging and communication touch points are relevant and meaningful.
The other benefits of TRM is the ability to cut and analyze the data and then present it back that can start to inform some very meaningful business decisions.
Example: If a business leader says they need 100 x type candidates from Chicago who have very unique skills. You have been tracking the data for these skills in Chicago (and nationally of course...maybe even internationally) by pipelining talent even if they are "cold", and realize that based off your tracking of this data that currently on 140 exist in Chicago and they break out like this:
140 x candidates
90 = Cold
40 = Warm
10 = Hot
Your conversation ratio is 10:1 (10 calls get you 1 hire)
.........Then you can go back to that leader and say that even though it might seem that demand = supply (100 candidates needed vs. 140 candidates in the market), you know based of "Hot, Warm, Cold" + throughput metrics, there is no way you can fill a short term need.
You have not framed the discussion into one of facts that you and the business leader can use to look at alternate strategies to solve his/her problem.
A good recruiting organization should be focused on a two pronged approach of JIT (Just in time) recruiting and Talent Relationship Management (Pipelining talent pools ahead of the demand)
My 2 cents on the matter at least.…
so many today are being encouraged from all angles to focus on #6 - Engage on Social Media First. and avoid making any "warm/cold/hot/tepid/chilly" calls.
Sorry Greg. While I'm sure this might be the route of choice (who wouldn't choose to only connect with people who love you?) - it simply is not reality for 90% of the recruiters today.
Want to be a success in recruiting? Pick up the phone and introduce yourself to somebody. Then do it again....and again...and....…
-Hiring for retention
-Metrics: no more time to fill, instead use quality of hire
-Relationship building: remembering that the managers are your customer
We tend to focus a lot on things like sourcing, networking, and cold calling since our team is largely representative of the corporate sterotype. Most of the recruiters on our team started in HR admin roles and got moved into recruiting. I'm the only one on the team with a background in search, so I've been trying to get some team members out of the "just check who applied to the website" rut of recruiting and get them to actively search.
Send me a message if you want more detailed info on any of the topics. I could ramble on for quite a while here, so no sense in writing a novel if they don't apply or you've already got plans for them!…
wean them away from that? Maybe and maybe not.
Any candidate has to have the skills to get a seat at the table. That's #1. Presenting that gifted client is why you're a great recruiter with client companies that give you repeat business.
The super recruiter knows how to find candidates that have the right skill set and experience - and more. The sizzle is additional depth. The CPA who has a marketing background. The VP of Sales who gets finance and structures deals that result in meaningful net income. The CEO who creates revenue and is so charismatic that her people will walk over hot coals for her.
It's a real test of a recruiter's professionalism to attract high quality candidates in the right industries, while keeping those for whom there isn't an immediate opening 'warm.'…
nger. But, our ATS is not a good CMS. I have been working to design a spreadsheet-to-Outlook system, because I don't have the option of buying ACT or another CMS.
On the spreadsheet, I qualify talent and determine their fit and then if they are pipeline I put them into Outlook, using the six flag colors (hot, warm, network contact, in house referrer, in play and do not contact) to flag candidates for follow-up. I can then use the Outlook merge to email a different message to each flagged group -- emails are personalized through the merge process.
My spreadsheet is a complex spreadsheet that allows me to sort based on role, area, date, etc etc so I could literally manage hundreds of people on my spreadsheet -- but it doesn't allow the email blast option.
I have also created an MS Access database for contacts but decided that it didn't interface with Outlook well and was creating duplication. I would be willing to share my database.
Contact me if you would like to talk more -