hen went on to describe her long background in recruiting, admitting in the tale that it has always been the front-end part of the job, the sourcing, that she has never really been comfortable with. Not only did she find it awkward, she explained, she also remarked, “It takes so much time!”
Yes, it does. There are no two ways to say this. Sourcing takes a lot of time, and this part of a job’s anatomy is commonly missed, skipped and/or glossed over by hiring managers. Not only does it take a lot of time, even for a skilled sourcer, it takes oodles and oodles of time learning the fine art and science of. I estimate, in the first module of the telephone sourcing training course, “The Magic in the Method,” that I have spent thousands, yes, literally thousands and thousands of hours, sourcing.
Recently I read an article about selling. It compared selling to running a marathon - going the distance. So it is with sourcing. It takes time to “close the deal”- in the case of sales the author pegged the process anywhere from one to thirty-six months, to “qualify the prospect, strategize with management, put together a presentation, present a proposal, negotiate the terms, and close the deal...time for the prospect to compare with the competition, build trust with the salesperson, justify to his boss, and give us his autograph.” In the case of sourcing we usually don’t have the luxury of months; weeks is the norm and less than two the preferred. But the process is much shorter for us - we don’t have to jump through the hoops of relationship building that most of a sales process entails. The similarities between the two activities are more similar, though, than this appears.
What we need in boatloads is Persistence. Like in sales, if we lose focus, if we stop attempting to make contact with our intendeds, it’s a pretty sure bet someone else, someday, is going to walk away with that prize. What sourcer will it be? The persistent one, of course!
It is recommended that a salesperson stop calling, IF he stops calling at all, after the fifth call. This is because it is estimated 70% of prospects won’t even make a decision until the fifth call. And that’s not necessarily a decision to buy - just a decision to take things to the next level! This phenomenon in the face of the fact that 92% of salespeople stop calling on the new prospect after four calls, and the greatest majority (44%) after the first! Personally, I don’t think it’s a wise choice to EVER stop calling - I think you know, by now, my philosophy: “If they have any of my time I want to be paid!” Working on a per-name-rate rather than hourly, it is my mantra, as you can easily decipher.
Why do 92% salespeople stop calling too soon? Maybe it’s because they don’t know what to say after they say “Hello” or maybe they just don’t know how to stay in the hunt. I propose that it’s a similar reason why many would-be sourcers give up after that first one or two calls - it’s a small part of not knowing what to “say” but the biggest part is that they don’t realize that they just have to stay in the hunt long enough to finish the race. It may be an hour and it may be ten. It might be ten and it might be a hundred. Whatever it takes - you just have to stay in the hunt. You have to cross the finish line. You just have to keep “showin’ up”, as many great success stories will attest to.
“What do you say, anyway?” I get asked over and over. “How DO you get these names?” they exclaim in pleased surprise. “Why can’t my sourcers do what you do?” they half-wail in indignation. “You’re my secret weapon!” another customer tells me. “TechTrak is poetry in motion” one person sent in an email, asking if I would put his remark on my website as a Testimonial. I assure them, it’s not what I say that matters so much (in fact, I “say” very little!), rather, it’s HOW I say the little I do say. When they press further, I admit to the real secret sauce - persistence. I don’t complain when their fifty name job took me as much time as someone else’s hundred name job. I don’t remind them of same in an attempt to curry favor; I have posted my rates and I stand by my rates knowing that at the end of the month, when I shake that blanket out fresh out of the dryer before folding it and putting it away, that most jobs will have evened themselves out to reward me handsomely for my patience over the term. Many sourcers don’t get this. Many people in many walks of life don’t get this. If you get this one simple premise, it will put you out in front of the pack in most situations.
Sourcing is a marathon. You can’t finish if you drop out. Do you have a strategy to go the distance?
“He conquers who endures.” ~ Persius
Postscript: Sourcing is a tedious, time consuming process. Some people have the patience for it, others do not.
If you think you do, and you don't, you're going to be disappointed.
If you think you don't, and you do, you're missing out on something.
If you think you do, and you do, you're going to excel.
This business takes time to learn. Time is expensive but it's the only thing of real value we can really possess in this world. Invest in yourself - spend the time it takes.
Do something today you don't think you can do.
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l lack of knowledge in both the technical material they are representing, the fact that they haven't read your resume, and their exceptionally brilliant conversation. They are fond of using 'On a scale of 1 to 10, please rate yourself in each of the following areas.' They can't read, since many of them will ask you to do jobs you have no experience in, even though you have sent them your resume. They are typically from 24-36 years of age, either studied: Physical Education, Sociology, English Lit, or Psychology, and are tired for working for $4.25/hr at McDonalds. Being a recruiter is what can be called the 'later' pupal stage of this creature. Adult specimens are sometimes found on used car lots, trying to sell old Pintos.
This vile and disgusting creature is perhaps one of the most feared and dreaded of all the Recruiter beasts. They are characterized by an appalingly smug and satisfied air. They sometimes read your resume, although you would never know, because they act like you don't have enough experience to be a slug. This particular specimen is noted by its behavior of trying to sound self-important, and eating while on the phone with prospective clients. Other behavious include: interrupting you to answer another call, putting you on hold for long periods with no explanation, and generally irritating smugness that stinks to high heaven. The adult stage of this monster is indeed the most frightening: The become little Godzillas when they are turned out on their ears because they scare all prospective candidates away.
This species of recruiter has one of the most insideous defense stratedgies of any of the Recruiter kingdom: It sends you out on hopeless quests, divulging no information about the client. They provide no job description, no tips, no heads up about the company that you are interviewing, and no directions to the site that you will be going to. They are noted for the large barrage of hopeless jobs that they will throw at you, in an effort to confuse you. They then progress to the final stage of their lifecycle, which is very similar to SuperiousSnottius for its characteristics.
A most unscrupulous breed of recruiter. They flatter you for all of your job skill, and talk for hours and hours about absolutely nothing. They make you feel 'good' about yourself, while providing 'Air' for a job. They are noted for their technological backwardsness, not even having e-mail, and pride themselves on ancient and worn-out technology. They will never dare contradict you, instead capitualting to your every whim. They are the fuzziest, nicest, and most useless of all the Recruiter order. Avoid them at all costs.
Noted for its exceptionally glossy exterior, the SuperProfessional Rex is noted for its seeming easy tone in conversation. Some of its other distinguishing features: A confidential tone, and an 'insiders' view. They will tell you that they have a 'big' company who is 'really desperate' for some people. They will promise ridiculous salaries, and ridiculous benefits and not even snicker. They display limited reading capability, at least able to recite some of your more obvious skills. Once you hear from them the first time, they never call again. In this respect, the SuperProfessional Rex is one of the least annoying of the Recruiter order.
The most distinguishing characteristic of this creature is its incessent babbling about nothing. It will never have your resume available, and will talk endlessly about nothing. It also employs a very effective defense tatic, that of the 'survery to help us place you.' This consists of forcing the stunning the prey by a series of mindless questions that answer absolutely nothing in the search for the job. Popular ranges that this specimen will use are from 1-4, 1-10 being the most common. It has terrible organizational skills, and is fond of dizzying its intended prey by the aeformentioned 'survey.' This creature is perhaps the least intelligent of all the recruiter order.
This rather pathetic kind of recruiter is the saddest of the whole recruiter order. They are typically very enthuiastic about finding you a job, but haven't a clue on what an enter key is, much less what a computer is. They typically have limited reading skills, which might be more likened to a monkey's or a parrot's understanding of technical issues, in that they mimic, without understanding what they see on the page. They try desperately to find you a job, but because they don't understand technical issues, it might be more scientific if they were using a dart board with possible career choices. Try to be nice to this species, as it is not their fault that they are created the way that they are. They don't have a malicious bone in their body, and for their innocent and pliable nature, they are to be commended.
Beneficial Recruiter Species:
Unfortunately, there is only one species of recruiter that is beneficial.
This most unique species of recruiter is noted for the following characteristics, not at all evident in any other species of recruiter.
1. They have read your resume in its entirity
2. They understand your field of work
3. They screen you and try to get the best out of you
4. They selflessly go over your resume before submitting it to the client
5. Their formidible editing skills
6. Their selfless attitude in getting you a job
7. Their willingness to go to extra lengths to make your interview as pleasent as possible
8. Their sincere and honest desire to get you a job, while at the same time getting themselves some income
9. They provide written job descriptions
10. They almost make an interview unecessary, as they have done such a good job of communicating you to the client that they want you before they even talk to you.
Unfortunately, in this taxonomists's experience, this recruiter is currently only found in 1 out of 300 recruiter species. It is so rare that it must immediately be put on the endangered species list, and there must be some kind of a breeding plan to help this species increase in number. However, due to its slow reproductive cycle, this will be a difficult task. Most other recruiter species reproduce so quickly that they sometimes saturate the valuable ecosystem, making this recruiter's existance threatened. However, this species is highly adaptable, and usually manages to hold its own against the other non-beneficial recruiter species.…
the week that was...Week ending June 6, 2008
Tuesday: Susan Burns' Talent Talk Cafe: Myth and Realities
Claudia's Wednesday Wisdom: Park it at the door, missie
Third Party Thursday: Margaret Graziano with "To Coach Or Not To Coach"
Friday: TGIS (Thank Goodness Its Sumser!): Digging Into RecruitingBlogs.com V1.11
...and Editor's Picks
Monday: You Don't Recruit Chuck Norris, Chuck Norris Recruits You by Kyle Smith
Tuesday: Definition of Insanity - Reading the ERE daily? by David Szary
Wednesday: An Excercise in Selling Peaches by Kristin Gissaro
Thursday: Resume 2.0? by Dave Templeman
Friday: 100 Million Job Related Searches On Google in June 2008! by Doug Berg
The Week's Top Videos
Monday: Dimitri Boylan posted by Bill Vick
Tuesday: almost at 10,000 members posted by Slouch
Wednesday: Sustainability posted by Rayanne
Thursday: Is networking worth it? by Maren Hogan
Friday: Video Interviewing at the '08 Kennedy Recruiting Conference; One, Two and Three posted by Ryan
-- What? Not a member!
"Animal Crackers" on RecruitingBloggers.com
Monday: The Google day care controversy: a recruiting lesson about setting the right expectations by Susanna Cesar-Morton
Tuesday: Gen Y Leader Worship by Recruiting Animal
Wednesday: How can telephone sourcing BEST co-exist w/ Internet research? by Maureen Sharib
The Recruiting Animal Radio Show featureing: Craig Silverman the new COO Unlimited Medsearch.
Thursday: What's the most common Gatekeeper response you encounter? by Maureen Sharib
Friday: 10 Hiring/Interviewing Mistakes by Maureen Sharib
ERE Blog Network
Monday: Major Factors in Leadership by Steven Bonacorsi
Tuesday: Sought Out or Bought Out by Sarah Welstead
Wednesday: The New ERE site...not so much by Michael Glenn
Thursday: Karoshi Killed an Engineer at Toyota by Steven Levy
Friday: Where Gen Y Wants to Work by Sarah Welstead
The Recruiters Lounge
The Week In Recruiting (Reading the blogs, so you don’t have to…) by Jim Stroud
Fistful of Talent
Monday: That Rumor About Your Company? It Has To Be True... by Jessica Lee
Tuesday: 300 Open Positions? You're Not a Director of Recruiting, You're a VP of Sales... by Kris Dunn
Wednesday: 300 Openings? You Don't Need RPO, You Need To Channel Sparta and King Leonidas!! by Michael Homula
Thursday: My Candidate's Start Date? Like Bon Jovi, I'm Living On a Prayer... by Tim Tolan
Friday: Hey Lazy Boss! Get Your Positions Filled or Lose Them.... by Kris Dunn
The Fordyce Letter
Monday: Identifying Talent with Shally by Elaine Rigoli
Tuesday: Now THIS Might Be a RANT by Dave Staats
Wednesday: Video on Demand: Xtreme Cheeze by Bill Vick
Thursday: For Managers Only: 10 Tips for Navigating the Market by Steve Finkel
Friday: It’s New, It’s Fresh, It’s the Fordyce Letter Network by Elaine Rigoli
A Blog to Bookmark!
Talent Alchemy, an intelligent and original blog by William Uranga.…