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What’s the Matter? Doesn’t Anyone Recruit Anymore ? Presented by David A. Knutson, CPC The Knutson Group, LLC.

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Presentation on theme: "What’s the Matter? Doesn’t Anyone Recruit Anymore ? Presented by David A. Knutson, CPC The Knutson Group, LLC."— Presentation transcript:

1 What’s the Matter? Doesn’t Anyone Recruit Anymore ? Presented by David A. Knutson, CPC The Knutson Group, LLC

2 Recruiting: The Lost Art Who are we? Who are we?

3 Who are we?  Recruiters  Search Consultants  Consultants  Staffing  Talent Scouts  Head Hunters

4 What do we do?  Help companies grow  Find talented people  Place good people with good companies  Make a difference in peoples’ lives

5 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”.

6 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)

7 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

8 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)

9 Employed Lookers  Are less desirable than Employed Non- Lookers  Unhappy with current situation  Average performers

10 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)

11 Unemployed Lookers  Easiest to source  They will find you  Found on every job board and in every resume database  Job Fairs

12 Internet Tools  ZoomInfo uses intelligent information processing to provide advanced search tools to the Executive Search and Human Resource Industries. Using artificial intelligence and natural language processing technology, ZoomInfo is the largest, most unique database of passive jobseekers in the U.S.

13 CONTACT  Zoom Information Inc. | 307 Waverley Oaks Road | Waltham, MA |  Toll free: ZOOM (9666)  Toll free: ZOOM (9666)  Fax:

14 Lead411  Lead411 is a web based application suite that provides detailed and comprehensive company intelligence to excel business objectives. Founded in early 2000, Lead411 was built out of frustration over current market products that tried to make up in size what they lacked in quality. The Founders bring to the table a unique combination of sales expertise and technical know-how which lead to the formation of the Lead411 applications and services. Through its suite of applications, lead411 enables sales, marketing, business development, recruit executives, industry analyst, and research analyst professionals the tools needed to prospect, prepare for sales presentations, build sales lead lists, develop proposals, prepare for negotiations and client prospects, perform partnership analysis, and analyze other business opportunities sucessfully.

15 Lead411 (cont)  Intelligence you Need; private placements, fundings, new hires, management changes, resigns, sales lead lists, new office locations, mergers, acquisitions, an other newsworthy business events.

16 Contact  HEADQUARTERS 326 Hollipat Center Drive #17 Santa Barbara, CA PH: FX:

17 Recruiting: The Lost Art  1. Pick up the 400 pound phone  2. Dial  3.Talk to somebody

18 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”

19 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.

20 Voice Mail  Voice mail hell… or is it?  Use this script and get 90% of your voice mail messages returned within 48 hrs.

21 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…

22 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?”

23 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

24 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……..

25 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 …”

26  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?

27 Checklist  Education  Experience  Salary  Location  Motivation for a change  Power adjectives  Background/personal

28 Compensation  Lower position  Base up  Higher position  Total package broken down

29 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.)

30  What are 10 power adjectives that best describe you or what others might say about you if asked?

31 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

32 Ideal Candidate  Can do the job  Not too long at one company  Location  Appearance  Achievements  Motivated to move

33 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

34 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.

35 Questions


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