tween those hours except speaking with candidates and clients.
Keep your WEEKLY GOALS simple and achievable ~ We are driven by instant gratification and the best way to keep us engaged is to feed that desire. By keeping the goal as simple as 6 Sendouts a week, we can quickly and easily gain a sense of accomplishment while creating the activity needed to net us placements.
Know when enough is enough ~ Recruiting can be a 24 hour a day 7 days a week job if you let it get out of control. Knowing when to shut off yourself, candidates, computers, phones and general noise will enable you to have a long productive career in Recruiting.
I am looking forward to tomorrow's show :-)
Rebecca B. Sargeant
Recruiter's Career Coach…
gards to your process, how long on average do you spend per individual when coaching? Does this take away from your day to day and do you provide the coaching session to all candidates?
I would love to know more about your process and fill you in on my experiences as an HR professional working with staffing companies. Many of the ongoing dealings brought on the idea of Employprep. So I left HR and focused my time on building a software that staffing companies can add to their process and further provide to candidates.
Thanks again for your response, much appreciated.
DeenaT said:Hello Moshin,
I meet face to face with my candidates and provide coaching (having been a HR Director before, I have had experiences coaching and use the same skills in preparing candidates). Prior to meeting the candidate, I've already qualified him/her over the phone and have received the ok from the hiring manager (our client) that they are interested in a face to face as well. In my face to face, I go over my insight of the position, I try to give everything I know from the hiring manager's character to what I think about the client's org. culture. I give them tips on what they should discuss, some of the qualities the candidate has that would be an asset to the organization he/she is interviewing at. It puts the candidate at ease and when we depart, the candidate is feeling confident and assured that he/she has the the right skills for this company to sell him/herself. Its relationship building at its best between me and the candidate. That way, if it doesn't work out with the client, at least we both go away feeling good about our connection.
Happy coaching! Deena
lephone interview, is to have them write down five to six scenarios that answer behaviorally based questions. We ask them to focus on situations in which they had the opportunity to: problem solve, meet a goal, develop a solution, or deal with a difficult situation. We give them a list of targeted characteristics, values, and skills to highlight in their scenarios, which anticipate employer's section criteria. Scenario preparation can alleviate the uncomfortable feeling, and sometimes paralyzing stress, that can result from thinking on the spot. When candidates are ready to answer questions, they are more likely to demonstrate the qualities and strengths that the employer is looking for.…
I am looking to learn from all the mistakes everyone else made :-).
Searching on my own I found Scott Love and I just finished a free webinar on some recruiter basics and wanted to recommend that if you haven't taken a look at his site that you do so. Some great info and free stuff if you're new to the business or just want some free, downloadable tips and tricks.
So, if you have any sites you'd recommend or any tips I'd love to hear them. Also if you have any comments on my website I'd love to hear them. www.lvprecruitment.com Be sure to check out the blog and provide any feedback you may have.
Have a great day!
handling platform that if internalized and role played, will begin to generate positive results. Objection handling is inherently similar to sales in that techniques will not automatically work everytime. What we are really after is an incremental uplift in results which will manifest over time with a large enough sample set.
Simply said, the more you use the it the greater your result will be however the gain may be imperceptible at first. So, pick a colleague, a cube mate or network friend from RecruitingBlogs and set a time each day to role play your top five objections. I would recommend spending 10 minutes a day, every day.
I would encourage all of you to email me or call who has interest in creating a role play mastermind. All who are interested email me: ron at episearch.com. I will organize the role play groups, call in numbers and times. Afer all, in these challenging times, our business at it's essence is people helping people, so why not take the time to help your colleagues.
Ron Mason Coaching- RPC Curriculum
Closing on Objection’s Track:
Handle the Objection:
Step 1: I completely understand. You probably have a good reason for feeling the way you do. Out of curiosity, do you mind if I ask what it is?
Step 2: What would be the major drawbacks if you did… or didn’t….?
Step 3: Is that the only thing preventing you from…?
Step 4: If I could show you that by doing what you are thinking of doing, you might be leaving a small fortune on the table, would you….?
Step 5: Review the applicable tipping point.
Step 6: Close
Added by Ron Mason at 11:17pm on December 15, 2008