Presentation on theme: "What’s the Matter? Doesn’t Anyone Recruit Anymore ? Presented by David A. Knutson, CPC The Knutson Group, LLC."— Presentation transcript:
What’s the Matter? Doesn’t Anyone Recruit Anymore ? Presented by David A. Knutson, CPC The Knutson Group, LLC
Recruiting: The Lost Art Who are we? Who are we?
Who are we? Recruiters Search Consultants Consultants Staffing Talent Scouts Head Hunters
What do we do? Help companies grow Find talented people Place good people with good companies Make a difference in peoples’ lives
Dave’s Marketing One-Liners “If you want mediocrity, you can find that on your own”. “We recruit the best that are doing; not the best that are looking”.
In Search of the Superstar Where are they??? The three types of Candidates 1. Employed Non-Lookers (passive 1. Employed Non-Lookers (passive candidates) candidates)
Employed Non-Lookers Passive Candidates They are the employed non-lookers who make up 80% of the workforce They are not found in the online databases or job boards, nor do they respond to your ads or website postings Just because these talented people are not be actively looking for a job does NOT mean they are not interested in hearing about your opportunity
In Search of the Superstar Where are they??? The three types of Candidates 1. Employed Non-Lookers (passive 1. Employed Non-Lookers (passive candidates) candidates) 2. Employed Lookers (actively looking) 2. Employed Lookers (actively looking)
Employed Lookers Are less desirable than Employed Non- Lookers Unhappy with current situation Average performers
In Search of the Superstar Where are they??? The three types of Candidates 1. Employed Non-Lookers (passive 1. Employed Non-Lookers (passive candidates) candidates) 2. Employed Lookers (actively looking) 2. Employed Lookers (actively looking) 3. Unemployed Lookers (unlikely to find 3. Unemployed Lookers (unlikely to find Superstar here) Superstar here)
Unemployed Lookers Easiest to source They will find you Found on every job board and in every resume database Job Fairs
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Recruiting: The Lost Art 1. Pick up the 400 pound phone 2. Dial 3.Talk to somebody
Getting by the Gatekeeper Call at odd hours - before 7:30 after 5:15 Call using the person’s first name only Ask for sales Ask for accounts receivable Get the gatekeepers advice “I need to send some information”
Voic Message Name, this is _________________. You and I have never spoken before and I do not know if your voice mail is confidential, so I will assume that it is not. Please call me at ______________ and at that time I will explain who I am, what I do, and why I’ve called you specifically. Name, I would appreciate a return call as soon as possible. Thank you.
Voice Mail Voice mail hell… or is it? Use this script and get 90% of your voice mail messages returned within 48 hrs.
Return Call Response Thank you for the return call, John. I’m in the executive search business. Therefore, I trust you understand the reason I did not leave a message was in case someone other than yourself has access to your voic . The reason I called is…
The Recruit Call Verify who you’re speaking to “I don’t know if I’m speaking to the right person or not. What is your exact title or position?”
The Recruit Call (Cont.) There are two types of recruit calls Indirect – Describe the position with a mini commercial and ask at the end “Who do you know?” Indirect is less effective than direct. Direct – More effective, faster
The Recruit Call (Cont.) Intro - Who are you? Good morning. This is David Knutson calling from Scottsdale, Arizona. You and I have never spoken before. Is this a good time to explain who I am, what I do, and why I called you specifically? Thank you, John. I am in the executive search business and have been retained to find for my client someone who……..
The Recruit Call (Cont.) “I represent or I have been asked to represent” “I have been hired by one of my finest client companies to …”
Got them… or??? Help me! 1. If you were me, what would you do? 1. If you were me, what would you do? 2. Who do you know? 2. Who do you know?
Checklist Education Experience Salary Location Motivation for a change Power adjectives Background/personal
Compensation Lower position Base up Higher position Total package broken down
ADDITIONAL INFORMATION In order to understand exactly what would constitute a step forward in your career, what are the four main criteria or priorities that you need to see in a company before you will accept a new position? (Define “challenge,” “advancement,” “ stability,” etc.)
What are 10 power adjectives that best describe you or what others might say about you if asked?
Relocation KO factors Spouse’s job H.S. kids Never moved Extended family nearby, older parents Mortgage Marginal Credit Divorced or separated with custody issues
Ideal Candidate Can do the job Not too long at one company Location Appearance Achievements Motivated to move
Profile ROBERT Bob is currently employed as Director of Bob earned his Bachelor of Science degree with a Major in The four priorities that Bob is seeking in a new company are: 1.) Corporate financial stability; 2.) Aligned strategic planning process emphasizing sales growth; 3.) Autonomy to build a dynamic performance culture; and 4.) Personal growth including increased compensation. Bob’s key strong points are: Dedicated Assertive Tenacious Innovative Focused Consistent Effective Visionary Influential Successful
Feedback / Thank You If they refer you to someone that is a fit for your position, provide them with feedback and / or a “thank you for your help”. Within a few days, it doesn’t hurt to call the person back and ask them to reconsider being a candidate, if not now, perhaps in the future.