1. 7 Minutes to Heaven Power Recruiting in a Digital World
GREG DOERSCHING
Griffin Search Group
Bullseye Recruiting Process

2. The REAL Recruiting Cycle:
The Recruiting Process is actually 3 distinct separate steps.
  Attraction
Making a person aware of an opportunity that may be better than his current position.
Establish Interest
Typically takes hours for a person to consciously decide that this an opportunity he/she wants to pursue thereby becoming an Applicant.
Qualify
Establish that Applicant accurately matches the 3 critical control points necessary to become a Candidate.
3 Critical Control Points
85% match against skills required.
They are motivated by reasons other than money to pursue the opportunity.
They would accept an offer in the heart of the companies specified salary range.

3. Attraction
Making a person aware of an opportunity that may be better than his/her current position.
The 5 things a person is thinking about when hearing about a new opportunity for the first time.
Better quality of life for them and their family.
More responsibility/challenge in relation to the position.
A chance to “step forward” their career.
Closer to family/relatives. (A chance to go “home”.)
Money.

4. When Trying To Attract Candidates
Remember these two important rules:
Candidates are attracted to details not generalities.
Be prepared to give them the details that separate one opportunity from another.
You are never recruiting just the candidate – your are also recruiting the opinions of their friends/family.
No one is going to make a career decision with out getting a 2nd opinion you need to make sure they have enough information to sell those whose opinions they value.

5. Creating a Great Recruiting Story
The Intro
Name____, Good Morning my name is YOUR NAME, I’m an executive recruiter with Griffin Search Group and we work extensively with POSITION TITLE in the CLIENT INDUSTRY. The reason for my call today is simple, I ran across your profile on SOURCE and based on your background I could really use your help. Have you got a couple of minutes to help me out? (YES)
Excellent, here’s the situation.

6. Creating a Great Recruiting Story
The body of the story has 3-4 chapters
The Company Sizzle
Features and Benefits
But more important than that is how this company truly understands what it means to value and appreciate its employees. They do so many little things that really make a difference beyond just having a good benefit package. For example they:
The Role they will play
Community (if needed)

7. Creating a Great Recruiting Story
The closing question.
Does this sound like something you PERSONALLY would like more information on?
DO NOT ASK – ARE YOU INTERESTED?
They can’t be!!

8. If the candidate says, “No!
There are 2 very different types of “NO”
Stoppers - are items that will pose a major personal hardship to the candidate if they were to take the position you’re describing.
- Spouse’s career - Children’s lifestyle
- Proximity to family - Chosen lifestyle   
Misinformation – are issues that the candidate cares about but you haven’t given them satisfactory information on and they are basing their decision on perception not fact.
- Company information - Community information
- Salary issues - Responsibility issues

9. Getting Referrals from uninterested Candidates
“Tom, I completely understand that, but I could still use your help. Would you mind if I sent you an with a copy of the job description attached to it – so that if you think of someone who may have the qualifications you can forward it on to them?”
“Sure.”
“Great what’s your home address and I’ll shoot it over to this evening.”

10. Spin the Recruiting Call
“Tom one last thing before I let you go and I just wouldn’t be doing my job well if I didn’t ask you this. Is there anything going on right now within your group or your company where I might be able to help you from the other side of the fence and try to attract people to your organization the same way I just tried to attract you for this opportunity?”
If this candidate that you’ve been talking with gives you any indication that there is an opening follow up with this simple question and then shut up and let them talk.
“Really tell me what you’re looking for?”

11. If the candidate says, “Yes”
Only pitch the job over the phone.
DO NOT qualify candidates over the phone.
Recruiter: “Tom that’s great. Let me tell you what I’d like to do. I realize I caught you off guard with this phone call and I’m sure you have many questions but let me do this the right way. What’s your home address...? (Write it down)...tonight I’m going to shoot a quick to your house that will have the formal job description along with some additional company information for you to review. Look it over, talk to your family and if it’s still something you’re interested in talking to them about this is what I’d need you to do. I’m going to be sending over to you with the job description another document called a Candidate Information Sheet. When you get the Information Sheet I’d encourage you to take your time and fill it out completely as possible – especially the section marked “hot button questions” these are the areas our client has determined will be critical areas of expertise required for the position. I will be sharing those answers with the client as part of our submittal package and it will give you a huge advantage over other candidates who will only be submitting a resume and won’t be able to address the specific needs of our client. Also, I’d complete it and get it back to me as quickly as you can because I know the client is very aggressively interviewing candidates. Once I get that information back we’ll set up a time again and take it one step at a time from there.”

12. Prequalify Electronically
Qualifying is a TRAP!! – it feels like good recruiting – but most times isn’t.
(Simple rule: NEVER qualify in the first phone call!!)
Lies we tell ourselves to justify it:
It so hard to reach these people when I get someone I don’t want to waste it.
Even if their not a fit I might use them in the future.
If their a good fit and I wait I’m just adding a step I don’t need later on.
I need to start building trust with these candidates.

13. Prequalifying Questionnaire

14. Customize the Hot Buttons

15. Why is this so Critical?? 90% of the SKILLS outlined
GOLDEN RULE OF RECRUITING
NEVER submit a Candidate that doesn’t meet these 3 criteria simultaneously!
90% of the SKILLS outlined
Willing to accept an offer in the range the client gives
Motivated by something other than the money

16. To Reach Greg Doersching
Greg offers:
In-house recruiter training and consulting.
A full library of audio CD’s
Recruiting Staff new-hire training programs.
Keynote presentations.
Reach Greg at:
Phone: