+1=3?". Clearly, not everyone can be a fit non-smoker with a stellar credit history and an ivy league education BUT, every thing from that model that you start to deviate from makes the potential for failure that much higher.…
nd pose the same question to many.
what is your script? Do you have a basic boiler plate you use when first getting a candidate on the line and then go into a pitch for a particular job?
I have spoken to 2 long time cold callers who both said they use the same pitch time and time again and generally do not deviate from it. The main thing, stay away from the dreaded "How are you?" question when calling.
Anyone who can chime in with there thoughts or there scripts would be great....…
ks, etc.. Sure these all can serve a good purpose but in small dosages. Like many others I got caught up in building my online social networks, writing blogs, starting online user groups, etc. Yes, there is some value to these however, I have yet to see a payoff from my efforts.
At my company, we are getting "back to the basics" by implementing a more formal process to daily recruiting and how one works their desk. This includes "blocking time" each day to make recruiting calls and eliminating time wasters such as internet searches, conducting research, sending emails, and other administrative duties during "prime time" working hours.
It's back to the basics for me.…
heir vendor list, because even if we did get added I have serious doubts that I want to work with them after looking at what they ask. I do make a lot of calls, answer a lot of inquiries, and don't get work from all of them. But of the ones that I decide I would be willing to work with, it's a good enough percentage to be worthwhile. I have been is sales for most of my career life and it always takes perseverance, lots of calls, and the ability to keep it up that get the results.
I hope things pick up all around, until then I just keep on keeping on and enjoy what I have.
to make rational decisions and pursue the best solution for their employer most of this would be a no-brainer. Unfortunately the role of Corporate HR Recruiters, especially the junior ones, is to follow procedure. Procedure is not written proactively to improve processes so much as it is written reactively to avoid/deflect liability. It also obscures a giant (and arguably overly complex) mechanism of interrelationships into which that procedure must integrate.
The changes/revelations you propose can only be wrought from within but to join the ranks of corporate HR Recruiters you must first forswear any inclination to deviate from established process.
Every one of your very sensible points cements your position as an outsider so you may as well be shouting at the sky for rain. …
oes it mean:
1) You are blowing them off (by sending them to the blackhole)?
2) You are just following your or your company's preferred standard operating procedure and see no reason to deviate?
3) You are concerned about compliance (as in OFCCP or other regulation) and want to make sure to capture every possible applicant for record-keeping purposes?
If you (or a fellow industry peer) respond by telling the person to apply online, do you think that it's a sure thing that they will do so? Or, might they say: "screw it, if you can't be bothered to reply based on my direct message, why would I believe you will dig me out of your ATS to talk?"
And, another question... does the career level of the person/position matter in all of this? …