t fits both a spec and corporate culture, I find the topic amazing to even be a topic.
Our success is highly dependent on deliverables and activity like phone calls, left messages and phone tag games does not add up to deliverables. Action items like the phone screens, presentation of candidates, and, ultimately, hires are the things we need to provide to clients (both internal and external).
Many recruiters, to date, are focused on those action items so intensely that the "human element" of recruiting tends to slip away. We are so busy with reports, or call logs, or tracking and pushing candidates through the process that we forget to place compassion into our recruiting.
We forget things like coaching and development. If I have a "C" or "B" candidate, even an "A player", I always find something constructive for the candidate to take in as additional insight. Even a top candidate can continue to learn and grow. This task is also great to identify how well your "A player" will receive constructive criticism or other additional insight. All the while, your developing candidates appreciate your interest to help them land their next big "gig" through small coaching and tips for the interview process.
This is what I do to keep the recruitment industry in a good standing with candidates that come across my desk. And on another note, no one candidate is my candidate, nor am I their recruiter. I am a recruiter, and they are candidates, people even.
That is how I want to be treated...like a person.…
I'm thinking things like...
A technology that cuts down on e-mail and saves you a ton of time
A trick for managing and coaching hiring managers
The e-mail tricks you use to get candidates to respond
Your calling strategy
This doesn't need to be a book - a paragraph is more than enough. Just post your strategy as a comment here. The best ones will be used for an upcoming eBook AND you'll have your chance to interview with our own Daniel Fogel for the new Recruitingdaily Podcast.
That's free branding, yo.
good run. I've worked sales and I know how it goes. That's why I do stick to my method. There is a method there, it's just not what anyone else around me does.
I've actually gotten a lot of mentoring from this site. And I'm not just saying that to bs. I get zero coaching from my team and I've come to depend on this site a lot for tips. So a lot of the things I do are straight from what you guys say. Like the other blog post about the head hunting call. Most of my roles require me to source passive candidates. Reading that post helped my check what I was doing (thankfully, not that!).
Anyway, I've taken your comments to heart. I'm always trying to see what I can tweak to get better. I know I'm new and I need to always keep my eyes and ears open. What works for me this year might not work for me next. I need to have a full bag of tricks ready and waiting.…