The job description reads like an encyclopedic entry - it's dry, boring and focuses on the needs of the employer. In the era of "what's in it for me", talented people have no interest in interrupting their day to read what they can for someone else. If you want to capture someone's attention, you have to be able to immediately tell them about something offered somewhere else that they can't get in their existing job.
So how do you craft a compelling recruiting message that gets the best people to take notice? Well, the first thing you need to do is address the needs of the potential candidate. Research tells us that you have 3 - 5 seconds to catch the interest of the candidate, so if you begin with what the employer wants, you can be assured that you will lose the interest of the individual.
The suggested approach to communicating your opening is through recruiting calls as the best people are in demand. This provides the company an opportunity to craft a personalizedmessage to the individual. The initial perception is that recruitment takes too much time yet the reality is that a few well placed phone calls are much more efficient than having to sift through a stack of resumes from floor to ceiling.
So how do you begin a recruiting call.....Well, the best first step is to insure they are in a position to freely speak with you - if they can't talk, get their number and call them at a time convenient for them. If they can talk, begin with a question such as, "Are you keeping your professional options open?." Rarely will you come across someone who will say "No" as they don't know what you have to offer and curiosity will cause them to want to know more. The next step is to find out more about the person as there is no sense to trying to sell a position if you don't know what makes them tick. The weak recruiter will make the call about money yet there is more to position than a compensation package and that is why it is important to ask good questions.
Once you have the needs of the candidate, set those aside and focus on continuing to keep the individual willing to have an open mind. Share with the person what makes the company a great place to work and keep the conversation focused on the differential advantages that the company offers. As an example, if their current company has a 15,000 sq. foot corporate gym with the latest equipment, don't tell them about your gym if its not as good or something they don't use.
At this time, begin to close the call as they may be at the office and unable to comfortably talk for too long. Confirm with them what they are looking for in an opportunity and then tell them you will be following-up with them. With the information you have, its now time to discuss with your corporate team what targeted people are looking for in a position. Determine who fits the compensation guidelines and has the appropriate skill set. Make the follow-up calls to the prospective candidates and let those who the company decided to pass on know that you will keep them in mind for future opportunities.
If you have any additional questions, visit www.turleyconsulting.com
So how do you craft a compelling recruiting message that gets the best people to take notice? Well, the first thing you need to do is address the needs of the potential candidate. Research tells us that you have 3 - 5 seconds to catch the interest of the candidate, so if you begin with what the employer wants, you can be assured that you will lose the interest of the individual.
The suggested approach to communicating your opening is through recruiting calls as the best people are in demand. This provides the company an opportunity to craft a personalizedmessage to the individual. The initial perception is that recruitment takes too much time yet the reality is that a few well placed phone calls are much more efficient than having to sift through a stack of resumes from floor to ceiling.
So how do you begin a recruiting call.....Well, the best first step is to insure they are in a position to freely speak with you - if they can't talk, get their number and call them at a time convenient for them. If they can talk, begin with a question such as, "Are you keeping your professional options open?." Rarely will you come across someone who will say "No" as they don't know what you have to offer and curiosity will cause them to want to know more. The next step is to find out more about the person as there is no sense to trying to sell a position if you don't know what makes them tick. The weak recruiter will make the call about money yet there is more to position than a compensation package and that is why it is important to ask good questions.
Once you have the needs of the candidate, set those aside and focus on continuing to keep the individual willing to have an open mind. Share with the person what makes the company a great place to work and keep the conversation focused on the differential advantages that the company offers. As an example, if their current company has a 15,000 sq. foot corporate gym with the latest equipment, don't tell them about your gym if its not as good or something they don't use.
At this time, begin to close the call as they may be at the office and unable to comfortably talk for too long. Confirm with them what they are looking for in an opportunity and then tell them you will be following-up with them. With the information you have, its now time to discuss with your corporate team what targeted people are looking for in a position. Determine who fits the compensation guidelines and has the appropriate skill set. Make the follow-up calls to the prospective candidates and let those who the company decided to pass on know that you will keep them in mind for future opportunities.
If you have any additional questions, visit www.turleyconsulting.com
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