Impress Me Or You're Dead - The New Rules for How Candidates Treat Recruiters

Impress Me or You’re DeadThe New Rules for how GREAT Candidates

Judge (and Treat) Recruiters

Presenter Info

• Kris Dunn• CHRO at Kinetix (RPO, Recruiting)• Founder of Fistful of Talent , The HR Capitalist • Hoops Junkie

• Kelly Dingee• Manager of Strategic Recruiting at

Staffing Advisors• Contributor at Fistful of Talent • Sourcing Expert

5 Things That Average Recruiters Do Every Day That

Cause The Best Candidates to Ignore Them

What Would an Average Recruiter

do?

Code For: WWAARD?

They Fail to Personalize Everything

• Stop spamming, you spammy spammer

• They don’t use their name on email communications out of their system

• They don’t reference what makes the candidate special

• They don’t reference what makes the recruiter special

• They treat the candidate like a commodity

• What a shocker - you get commodity results with the best candidates with this approach

• Don’t have time to personalize? Go recruit at a temp agency

They Don’t Know the Profile

• We’re not talking about knowing the last two jobs of the candidate

• We’re talking about knowing the background, companies, job and everything else related to the candidate

• But that’s not enough – you have to have something interesting to say about that – what’s your connection to their background?

• Time with profile + Thinking About Your Connection = Success with Candidate

They Don’t Connect the Dots• Average recruiters don’t try

and connect the dots on why they were compelled to call

• What’s in the bio that makes them a great candidate? Recruiters with success on great candidates know what the connection is

• Average recruiters – no pitch at all

• Everyone’s vain – tell them what you like

They’re Not Transparent About How They Found the Candidate

• Don’t be cute. If you found them on Monster, just say so

• People want to know how you found them – are you OK or a stalker?

• Bonus points in play for upstream sourcing beyond job boards stuff

• Upstream sourcing = you’re ability to connect with why you think they’re a fit for the role

They can’t pitch the opportunity and don’t try to

overcome objections• Ask yourself this question – do I try

and sell every candidate I call on the opportunity?

• Why not?• Average recruiters transition to

selling the opportunity once they personalize and connect the dots for the candidate

• That first question was lame, the bigger question is this: How many objections do I listen to and try and overcome on a call that’s not going well?

Kris:kdunn@kinetixhr.comwww.fistfuloftalent.comTwitter: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn

Kelly:kellydingee@gmail.comwww.fistfuloftalent.comTwitter: @KellydingeeLinkedIn: www.linkedin.com/in/kellydingee

http://fistfuloftalent.com/author/kellydingee