Recruiting 101 Its not just the basics any more

1
Recruiting 101? Its not just the basics any
more!

• November 12, 2008
• with Nancy Anton, CPC
• Talent Acquisitions Manager, Legrand North America

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Recruiting 101? Its not just the basics any
more!

• We are all now sourcing, using amazing tools that
  help with research, gathering a year's worth of
  who's who. We have more names then we can use,
  but how do you change these names into potential
  recruits?
• What are you going to say?
• The difference between great sourcing and great
  recruiting is what will turn networks into
  placements. Let's really talk about what to say,
  how to handle that tough call, what turns a
  passive recruit into a fully engaged candidate
  for hire! When to write, when to call, and when
  to call again. We will have specific ideas of
  what to say giving you the courage and confidence
  to pick up the phone and make a more hires, for
  corporate recruiters, and agency recruiters, we
  are not so different after all. What works with
  one, certainly can work with others!Lets talk
  about real recruiting! Passive or Proactive,
  what's the difference? Which to use and when?
  Initial contact - What makes a great call? How do
  we get their attention? Call or write? Catch
  their interest with powerfully written emails.
  Turning a networking call into a recruiting call,
  then back to a networking call. Great answers to
  tough questions such as How did you get my
  name? or I dont know anyone! What are
  reasonable expectations when directly recruiting?
  Should every call turn out to be a candidate?
  Planning ahead for counter offers, is it ever too
  soon to talk about it?

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PICK UP THE PHONE

• Phone is the best recruiting tool. Use it often.
• Give your number out, CALL ME.
• Saves time A few minutes on the phone is better
  than a few minutes looking at a resume.
• Not many people actually call but all appreciate
  they can reach you if they wanted.
• Gives a positive view of your company
• You arent a black hole.
• Return all calls.

4
Getting off the phoneThe art of a quick
conversation

• I am so glad you called to talk with me about
  this position. As I see here, we do have your
  resume and will be considering it. If your resume
  gets selected, you will hear back from us by
  Friday. If not, would it be all right if we keep
  it for other opportunities?
• Sounds like you have grown past this type of
  position, we couldnt get near your current
  salary or responsibilities. By the way, who do
  you know?
• We will be sitting down and reviewing resumes
  this week, if yours gets selected, you will hear
  from me by Friday
• Thanks for checking back in with me. I see here
  that your resume wasnt selected for interview at
  this time. Would it be all right with you if we
  keep your resume for future consideration?
• We are looking for experience with the industry,
  and if we can find it, that will be the route we
  take. If we cant and decide to train, would it
  be all right with you if we call you then?
• Be friendly, be brief, be polite, give bad news
  with good.

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Proactive - Passive

• Passive Postings, emails -are you waiting for
  something to happen?
• Proactive Phone calls, follow up on emails,
• Sourcing candidate resumes and contacting. Are
  you making something happen?
• Pick up the phone, make something happen!

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RecruitingDirect - Indirect

• INDIRECT
• Who should I be talking with?
• Who do you know that knows the most about this?
• Who do you consider the best in this area?
• Who should I be connecting with (networking
  with)?
• How did you find these types of people?
• Indirect recruiting call can always be turned to
  Direct
• We are currently searching for a top level
  product manager who would be able take our
  products to a new level but also change the way
  our industry markets. Who do you think I should
  be talking with?
• Avoid
• Who do you know that is looking?
• Sounding desperate I need someone, anyone!
• Pleading Please help me!
• Talking about whats in it for you or the company

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Direct Recruiting

• I am currently searching for an industry expert
  in the area of finance for a VP position here in
  Connecticut. Your name has come up several times
  and I thought we should talk. Do you have a few
  moments?
• A top level position has come open here for a VP
  of Finance. Im not sure if you are married to
  your company or are interested in other
  opportunities, but I thought we should talk. Do
  you have a moment?
• Sometimes the best opportunities present
  themselves when you arent looking. Could we talk
  about what it would take for you to make a move?
• Focus on what their needs are before presenting
  the job
• Adds credibility
• Gives you a clue on what is important to them,
  buying signs
• Tells where they currently are in their careers
• Ask
• Tell me, where are you now in your career and
  what would your next move be?
• Passive candidates take time to develop
• Multiple calls
• longer conversations
• gain their trust and interest

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How did you get my name?

• I have been talking with many people in our
  industry and quite honestly, your name came up
  several times. I always promise to keep names
  confidential, as I would yours, if you were to
  refer someone to me. If it is important to you, I
  can check back with my sources and ask if I could
  have their permission to tell you who gave me
  your name.

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EMAILEffective RE lines

• Name of the person email is addressed to
• Use a source name if you have one, Referred to
  you by Kevin Smith
• Use your name and company name Nancy Anton,
  Talent Acquisitions Manager, Legrand North
  America
• Career opportunity for Legrand North America
• Human Resource Recruiter for Anysearch
• Advice needed with Search for VP of Marketing

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EMAIL

• Use their name in the salutation
• Attention First line should talk about what is
  in it for them.
• Interest Give enough detail to wet their
  appetites.
• Action Let them know how to reach you, (passive)
  or
• When you will be calling, (Proactive).

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Sample EmailDirect Recruiting

• Dear Dave,
• Would you like to change the look and feel of an
  industry through Product Management? Our company
  is looking for a leader who will take our
  electrical products and do what the plumbing
  industry has done, created value and excitement
  through design. Our next generation wiring
  devices are being developed. With your strong
  expertise in product marketing we will take our
  industry to a new level. This Vice President
  position could be your best next move. Could we
  talk on Tuesday to discuss this further? I will
  call you at 2 PM or you are welcomed to call me
  sooner if you have a few moments. This position
  detail can be viewed on our Career Center at
  www.legrandna.com.
• I look forward to talking with you.
• Warm regards,
• Nancy
• Nancy Anton
• Talent Acquisitions Manager
• Legrand North America
• 860-570-2805
• Nancy.Anton_at_legrandna.com

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Sample EmailIndirect Recruiting

• Dear Dave,
• We would like to change the look and feel of our
  industry through Product Management and I was
  hoping for your guidance. Our company is looking
  for a leader who will take our electrical
  products and do what the plumbing industry has
  done, created value and excitement through
  design. Our next generation wiring devices are
  being developed. With strong expertise in product
  marketing we will take our industry to a new
  level. This Vice President position would be a
  great opportunity for someone who wants to make a
  visible difference in our industry. I was hoping
  you could point me in the right direction with
  this search. I can call you on Tuesday to discuss
  this further, or you are welcomed to call me
  sooner if you have a few moments. This position
  detail can be viewed on our Career Center at
  www.legrandna.com.
• I look forward to talking with you. You are also
  welcomed to forward this email to your network.
  Your referrals are most appreciated.
• Warm regards,
• Nancy
• Nancy Anton
• Talent Acquisitions Manager
• Legrand North America
• 860-570-2805
• Nancy.Anton_at_legrandna.com

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Counter Offers

• Counter offers need to be covered several times
  during the hiring process
• Initial phone screen
• First interview
• Before offer is made
• After offer is accepted, before candidate starts
• Most candidates are unaware of what a counter
  offer is, and what they will do when they get
  one. Its best to prepare the candidate so they
  arent surprised.

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Sample Conversation about Counter Offers

• After all we just talked about it sounds like
  you are very valuable to your company and I want
  to talk to you about what will happen when your
  company offers you 20K to stay. What will you
  say?
• Counter offers usually takes someone by surprise,
  and I want you to think about when you give your
  notice and what you will say when you boss drops
  to his knees, grabs you by the ankle and begs you
  to stay. Right now you are thinking very
  logically, there is nothing at stake. As you give
  your notice, you will find it to be much more
  emotional, after all, you are leaving a company
  you did very well with. Now is the time to think
  this through logically, before there is a
  decision to make.
• I have found it is important that you find out
  now, before you give your notice if there is
  anything there for you. You may want to talk with
  your boss before you go any further. Find out if
  there is more money, or more opportunity for you
  there, (whatever they said they wanted). If there
  is, its more likely to be real, and you will not
  ruin your current reputation. Waiting till after
  you give notice would be like holding a gun to
  your bosss head. He may have a knee jerk
  reaction to keeping you, and regret it later.
• I would want the best for you.. And if that means
  giving you sometime to make sure you are ready to
  move, we can wait while you find out.
• Go over the list of why not to accept a counter
  offer, and use the points that apply best.

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10 Reasons Not To Accept a Counter Offer

• What type of company do you work for if you have
  to threaten to resign before they give you what
  you are worth?
• From where is the money for the counteroffer
  coming? Is it your next raise early? (All
  companies have strict wage and salary guidelines
  which must be followed).
• Your company will immediately start looking for a
  new person at a lower salary price.
• You have now made your employer aware that you
  are unhappy. From this day on, your loyalty will
  always be in question.
• When promotion time comes around, your employer
  will remember who was loyal, and who wasn't.

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10 Reasons Not To Accept a Counter Offer

• When times get tough, your employer will begin
  the cutback with you.
• The same circumstances that now cause you to
  consider a change will repeat themselves in the
  future, even if you accept a counteroffer.
• Statistics show that if you accept a
  counteroffer, the probability of voluntarily
  leaving in six months or being let go within one
  year is extremely high.
• Accepting a counteroffer is an insult to your
  intelligence and a blow to your personal pride,
  knowing that you were bought.
• Once the word gets out, the relationship that you
  now enjoy with your co-workers will never be the
  same. You will lose the personal satisfaction of
  peer group acceptance.

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References

• Im sorry, our policy is to not give references!
• Reply
• I can understand that in these days we all have
  to be careful. Though you cant speak on behalf
  of the company, would you talk with me off the
  record? This could make a difference in whether
  Jack gets hired.
• OR
• Can I call you then when you are out of the
  office?
• OR
• I can totally understand. I, like you, are the
  manager of HR, and I got to be honest with you I
  am in a situation where I can not make a mistake
  with this hiring I know you cant tell me much
  but can you at least save me from making a big
  mistake, should I keep looking for another
  candidate or is Jack my person?

18
Please stop recruiting our people!

• I wish I was as good a recruiter to merely
  invite others to join our company, and they do.
  From my experience, a person must have good
  reason to change positions. If you would like to
  retain your people, you should find out why they
  are leaving. It isnt only because we asked.
• So, let me get this straight. If I come up with
  an HR position that is a promotion for you and
  pays 20K more than you are making, I shouldnt
  call you to tell you about it?

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Giving Bad News

• Best to both, email, then call those we have
  interviewed that we arent selecting.
• Email first. Gives a person the opportunity to
  adjust to the news.
• Follow up with a phone call. Focus in on what
  could be next, another position, chance to
  network, as if you can refer them.
• Email all those that sent resumes but werent
  selected for an interview.

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Sample Rejection Letters

• Thank you for your interest for the position of
  JOBTITLE with COMPANY NAME. 
• Though your background and experience was
  impressive, we have decided to hire another
  candidate that more closely met our needs. Could
  we please retain your resume for future
  consideration?  We wish you the best with your
  career.
• Thank you for your interest for the position of
  JOBTITLE with COMPANY NAME. We have given our
  search much thought and have decided to take our
  efforts in a different direction.  We hope it
  will be acceptable to you if we keep your resume
  and contact you in the future if another opening
  comes up. We appreciate your time and we wish you
  the best of luck with your career.Sincerely,
• Thank you very much for submitting your resume
  for the position of  JOBTITLE  at COMPANY NAME.
  We have decided to not fill this position at this
  time. In the event we re-open this position, I
  hope you wouldnt mind if we contacted you again.
• In the meanwhile, we wish you all the best with
  your career. 
• Sincerely,