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Gary Stauble’s 2 Minute Recruiting - Most Placeable Candidates
Do you recommend an MPC (most placeable candidate) approach to marketing or just focusing on your company’s track record and years of experience in more of a general introduction call?
- The most placeable candidate approach is not the best call for every situation but it does have some built-in advantages.
- Usually, the fastest way from a dead desk to a sendout is to market a candidate.
- The fastest way for a rookie to sound competent is to execute a well planned an MPC call.
- Part of the reason for its success is that an MPC has an expiration date, meaning the candidate will not be available for long. This gives the call a certain level of timeliness and immediacy.
- Also, when done right, placements can come from clients where there was no existing opening at the time of the MPC call- it can motivate managers to open a position.
- If you are executing an MPC call, experiment with making the language more relaxed such as, “I think you two should meet”, or “you two should have a cup of coffee”, or “perhaps it would make sense to set up an exploratory meeting between the two of you.”
- An MPC approach also allows you to partner with the candidate and to have them do some of the leg work of finding the right companies for you. Suggest to your candidate that they come up with 10 companies for you to market them to. Have them tap every source they can and then send the information to you. Sell them on why they should act as your partner, how it can benefit them.
- If a client is not interested in your MPC, pivot the conversation toward finding their areas of greatest need. Say something like, “before I let you go I wanted to ask; what is typically the most difficult type of opening for you to fill?”
Some of my clients give me the specifications for a new job order or even interview some of my candidates and then go “dark” on me and stop returning my calls. How can I get timely feedback on interviews or a candidate submittal?
- The first thing to consider is that you should have standards for who you will and will not work with before starting the search. For example, you may only work on jobs with either an exclusive, a retainer or when you interview times in advance. Or, you might only work on positions where you don’t have direct hiring authority contact. If a client is not able to come up to one of your standards, you can still work the search if you choose to, but only if the client is very cooperative.
- Set the tone: Your clients will treat you the way you teach them to treat you. Pre-close the issue of timely feedback in advance and be sure to highlight the benefits for them. Here is an example of what you might say, “We want to fill this position for you with the best person available and do the best job that we can on your behalf. In order to do that, we are going to need your cooperation and timely feedback to let us know when we are on target and also when we are missing the mark. We give the highest priority to the clients that give us timely feedback. Our request is that we would hear from you within twenty four to forty eight hours after a call or submitting a new candidate. This allows us to keep your search moving at full speed. Is this workable for you?”
- Generally if you have urgency, you will get timely feedback. Only work with people who want the position filled as much (or more) than you do.
- Let them know why you’ll call and what they can expect from you. Say something like this, “I’ll usually only call for one of three reasons; either to clarify specs, present someone who I think is worth your time, or ask for feedback on a candidate who we have in process. Generally I’ll only need five to ten minutes of your time when I call.”
- Last resort: send a fax. A fax is a physical object that most likely will land on your manager’s desk. Let him know the search is on hold until you hear back from him.
- If you’ve tried all this and you are still not getting what you need, move on for now but circle back every so often to see if things have changed. A flaky client today can become a stable client tomorrow if they realize that you’re a pro who commands respect and requires feedback in order to invest your time in their searches.
- Gary Stauble
Gary Stauble is the principal consultant for The Recruiting Lab. He provides recruiting professionals with the training and tools to make more placements with less effort. He offers a Complimentary Special Report on his website entitled, “$1 Million Time Management”. In the report, Gary outlines 9 Time Management Secrets of a $1 Million Producer. Get your copy now at www.TheRecruitingLab.com.