Finding Candidates

Searching Candidates
The ability to find and recruit top talent is truly the backbone of our industry and the more accomplished we become at conducting the recruiting conversation, the more successful we will be. As I mention, this is what we do to earn our fee; we locate qualified individuals to satisfy the needs of our clients. Of all the calls that we make and of all the calls we receive, none will be more important or provide more valuable information than the recruiting call. As we have discussed time and time again, you will find that we are generally well received when we make the recruiting call. The prevailing attitude among professionals today is that recruiters are very knowledgeable, resourceful and in some situations downright indispensable. Once you have the ability to put yourself in the shoes of the recipients of who you are calling, you will find it is easy to make recruiting calls. ...Keep Reading

Recruiting List
One of the traits of a successful recruiter is the ability to be creative. The reason this is so important, is because a professional recruiter must be able to know where to find potential candidates. If I were to ask a room full of new potential recruiters where to find a pharmaceutical sales representative, chances are they would all tell me that I should post a position on the Internet or in the newspaper. However, an experienced with recruiter would say that if we were to run an ad on the Internet or in the newspaper, we would be inundated with over a hundred unqualified applicants who want to become a pharmaceutical sales. In addition, the experienced recruiter would have several suggestions on how to find a qualified pharmaceutical sales representative. For one thing, they would start by searching for a list of all the pharmaceutical sales representatives in his or her State....Keep Reading

Recruiting Gatekeeper
I am sure it will come as no surprise that once you begin calling companies to market your services, the receptionist will do what she can to prevent you from reaching the hiring manager and/or potential candidates. Receptionists are paid to keep sales people out of their company, and it is amazing at how good they are at keeping you out of the company if you are not well prepared. For example, without you knowing precisely the name of the person you are trying to reach, it is fairly easy to get caught by the receptionist. Generally speaking, a receptionist will have three questions to ask when they are screening out sales calls. They are:...Keep Reading

10 Steps to Recruiting
Step 1 is to identify yourself as a professional recruiter and your specialty. However, now is not the time to identify which recruiting firm you are with. As you recall, from our script about marketing our services, we always announce who we are and which company we are calling from. However, when we contact a potential candidate for a recruiting presentation, we should not disclose which recruiting firm we are working with. For example, “Hi, this is YOUR NAME and I am a national recruiter who specializes in the legal industry.” By not disclosing which company you are with and using the terminology “national recruiter” adds a certain element of mystery to the call and intrigues the listener. ...Keep Reading

Direct Recruiting
Occasionally, your clients will request for you to specifically target an individual for their position. However, as we have discussed it is not appropriate for you to directly recruit an individual. For one thing, you want to maintain control. For another thing, it may be unethical and/or illegal in same States. So, how should you go about recruiting a candidate that your client has specifically asked for you to recruit without doing a direct approach? What if you follow “The 10 Steps to Recruiting” to find that the candidate doesn't say, “Well, gee? This position sounds great! I am interested in this job?” Here are the steps that need to be followed once steps 1 through 10 has failed to produce the desired candidate....Keep Reading

40 Ways to Ask
1. Direct: Who do you know? 2. Second Party: Ask around and see who your colleagues know, who can handle these requirements? 3. Hit Home: Who holds this position at your current employer? 4. Old Home: Who held this position at your previous employer? 5. Help Wanted: I need your help. I know you know the industry, who do you know? ...Keep Reading

Types of Candidates
Earlier in this material we learned the difference between the three types of job assignments, Recruitable (Hot), Matchable (Warm) and Can’t Help (Cold). Just as there are three different types of job orders, there are three different types of candidates. As you will discover in this material, we will teach you how to approach the different level of candidates when recruiting on a search assignment. As we have mentioned earlier, you can purchase access to the online job boards and may be able to have a placement fairly quick. However, when you work with this type of candidate you must handle your recruiting approach differently. Here is a sample script on how to approach a candidate who has their resume posted online:...Keep Reading

Recruiting Objections
Objections to your recruiting calls will vary from 1° to another with each call you make. However, if you anticipate these objections, you will know how to handle each situation and it will greatly increase your chance of success. Below is a list of the most common objections that a recruiter will encounter. Again, I can’t stress enough just how important it is to be prepared and to practice your approach for each objection. By doing so, you will soon be able to handle any objection you get from a prospect candidate....Keep Reading

Interested Responses
If a candidate express any interest in the job, it is generally a buy sign and should be treated as such. For example, if they ask, “which company is it” or, “how much does the position pay” or, “where is the company located” most likely the candidate is either interested for themselves or they know someone who would be interested. The most important thing to remember is not to lose control of this conversation when a candidate asks a “buy sign.” Don't get so worked up that you forget what you are doing. Remember, the purpose of this call is to build a list of names of people who are qualified, as well is interested in the position....Keep Reading

Who do we recruit
Some of the attributes and traits of a successful recruiter are the ability to be creative and understand how a business organizational chart works. This way a recruiter will be able to know how to find the potential candidates they are searching for. If I have a sales position that I am trying to fill, usually I would want to speak to the other sales representatives that are most likely qualified. However, this is not the only way to find qualified candidates. Another way to find the “best” sales representatives are to contact the purchasing managers at companies that the sales representatives might call on. In addition, you may want to call a few administrative assistants within other companies that might know sales people....Keep Reading