There is a crisis of understanding in our society, and it permeates our industry as well. If I asked a group of 100 people how many felt completely understood in all areas of their lives, maybe one or two would respond affirmatively. Our society tends to be self-centered, self-focused, and dedicated to meeting our own needs first. We have lost our knowledge of seeking first to understand.
It is a crisis, and you can use it to your advantage on your next recruiting call. Candidates are so tired of hearing from slick recruiters that see potential placement prospects as walking invoices. They are sick of recruiters trying to pull them away from a good position, and then if the candidate is not interested the recruiter expects them to open up their rolodex to them for referral possibilities. Candidates wonder if it could get any more crass. Yet in search and staffing offices everyday, this is the standard method of recruiting candidates. "I need to make a placement so I need you to leave your company, pull your kids out of school, sell your house, and move to Cleveland."
Remember, what worked in 1999 doesn't work anymore. You have got to be fresh and different and offer a legitimate relationship with those candidates before you even ask for anything, including an open mind, a referral, or a lead. Why should a candidate give you something so precious when they donít trust you?
I once asked a young couple of love birds who had been married for over sixty years why they were so successful in their marriage. "Give and take," the husband responded. "But mostly give."
Relationships with candidates are no different from any other relationship in our lives. We cannot ask to take anything out of the relationship without first putting something in.
Consider these three steps to take to increase the authenticity of your direct-hire/search candidate recruit calls:
And that's it. That's how every single recruiting call, every single initial relationship with every candidate you ever talk to will build your brand, build your relationship base, and build your reputation in the industry. Your success ratio of finding real candidates will be better and the likelihood of "surprises" happening at the tail end of the deal will minimize. I personally have not had a single counteroffer take a candidate out of my deals in the last three years, and I attribute it to this model of thought with candidates. Remember, real and lasting achievement is making minor changes in major areas, and if we can have a fundamental shift in our relationships in the direction of authenticity, then our deals will become more solid, our fun-quotient will increase, and our billings will skyrocket.
- Scott Love
Scott Love works a desk everyday and has the bruises to prove it. His battle-tested theories have turned mere mortals into super-hero recruiters, and over 1,500 people just like you have invested in his training products in the last three years. Everything he knows is in a complete system, the 'treasure chest'. To find out more, click HERE.
Copyright (c) 2006 Scott Love