Hard Charging: Practical Practices               

“A dream doesn’t become reality through magic; it takes sweat, determination and hard work”.

We all want to be the best at what we do. Whether you’re driven by money, mission, or competition, there is a part of you that seeks to be at the top. The recruiting industry is fast paced and lucrative; while we are all drawn in at the idea of making ourselves profitable, how many of us are actually taking the steps to get there? There are a few tips and tricks we can all use to become true hard chargers – namely, taking the initiative. It is your career; don’t let anyone else steer it for you.

Making the first move.

Whether you’re speaking with someone virtually or in person, always ask for their number rather than giving out yours. Supplying your own phone number allows candidates to let calling you slip through the cracks. When you have the candidate’s number it allows you to set the pace of the relationship, and always call sooner rather than later!

Not a match? Call anyway!

As recruiters, we spend big chunks of our time sourcing. We go through mass amounts of profiles and resumes, and 95% of the time, they are not a match for the job you’re sourcing for….currently! Even after you have decided an applicant is not right for the job that you’re sourcing for, take a minute and ask yourself if their experience will be valuable down the road for another requisition. If the answer is yes, do not wait until you have the requisition. Reach out to the candidate now with an introductory phone call. This way, when the time does come that they’re viable for one of your roles, you can streamline the process with much more ease.

Not their only recruiter.

In this industry, your name and the way you conduct yourself is everything. Most likely you are not the only recruiter a candidate is working with, and that is okay – as long as you’re their favorite. An ideal candidate is someone who contacts you before they apply to a posting, and notifies you when they have updates in their job search. If you want a candidate to work with you, you have to work with them. Update candidates on every step of the process. Let them know when you have submitted them, and if a client has stopped being responsive, let candidates know that – “Hey, sorry I have not gotten back to you. It seems like the client has slowed down their hiring process at the moment. I still have you on my radar and will continue to update you when I receive feedback.”

Candidates are already sending out their resumes to countless jobs, and don’t enjoy feeling like they are nothing more than their resume. Let’s never make candidates feel like they are just a resume. Provide them the best candidate experience possible.

If you make an edit to a candidate’s resume, do not only inform them, but send them a copy with an explanation as to why you chose to make an edit. Educating candidates on better resume practices lets them see you as a source of guidance and knowledge.

Closed mouths don’t get fed! Referrals are welcome!

Asking for referrals at the end of every phone call is imperative. Whether your candidate was not right for a position or was not interested in the position, let them know you are open to referrals. Personal referrals give us an advantage, especially when the candidate and their referral have a good relationship. When your name is passed along by word of mouth (or more likely, email) you already have a leg up on coming off as legitimate.

Hard charging is about how you conduct yourself just as much as it is about making high volumes of phone calls and candidate connects. It is one thing to be a recruiter, and it is another to be remembered by your candidates. Always make the first move and set conversations at your pace. Remember to look ahead; investing in a phone call with a candidate who is not a match currently could benefit you later. Lastly, don’t forget to ask for referrals; it is not always about who you are speaking to, but who they may know.

 

 

 

Written by:

Ryan DeLuca – Associate

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