| Newsletter: May 2003
Strike when the iron is HOT.
As a research company we typically see a much higher volume of projects
and subsequently candidates than the average contingency or retained
search firm. Along the way, with a lot of trial and error, we discovered
that the main reason candidates lose interest and subsequently don't
get hired isn’t because they aren’t qualified, it’s
because they weren’t called in a timely fashion by the client.
So we put together "5 Client Rules for Success"©.
These rules go out to every client before we start any job. Rule
#1 is as follows;
RULE # 1 - The 72 Hour Rule - Clients (the Hiring
Manager or Recruiter) have 72 hours to contact a Qualified, Interested
Candidate. After 72 hours a greater percentage of Candidates will
drop out of the running. For one reason or another they lose interest.
Recruiting passive candidates is a lot about urgency. Urgency creates
momentum and a feeling that the candidate is important. Without
urgency the position is more akin to a stick in the mud than an
open job requisition.
The Candidates’ perspective.
If done properly, the researchers' or recruiters' initial contact
probably left the candidate feeling pretty good about themselves,
their qualifications and were flattered that a competitor noticed
them for various achievements in their chosen profession. That night,
the candidate went home and told their spouse about the great call
and about this exciting new job opportunity from this great company.
After dinner, so that they are prepared for that next phone interview,
the candidate probably even spent an hour or two looking up information
about the position or the hiring Company on the Internet. Then a
day goes by, and they are still pretty excited and find themselves
waiting for the phone to ring, hoping that it’s a representative
from that great Company. By this point the candidate has done so
much research on the position and the Company and can’t wait
to find out more. Then two days go by, then three and pretty soon
it’s been a week. Well, by now the candidate is asking himself
or herself, “Do I want to work for a Company that can’t
even make a courtesy call?” The answer is obvious.
Without a doubt the best time to call a passive candidate about
an opportunity is within the first 72 hours of their initial contact.
A phone call should always be the first form of contact by the hiring
manager or recruiter to give it that personal touch and to recreate
that urgency and excitement. We have found that a personal phone
call is 90% more effective than an email mostly because that email
is too impersonal for this type of candidate. Remember, these candidates
still need to be wooed a little. They’re interested in the
opportunity, not sold on it. It’s your job to sell them on
the opportunity and recruit them into your Company.
After the initial phone interview, if the candidate is still in
running then make sure you touch base with them at least one or
two times per week until they are either hired or removed as a candidate.
This is a great way to build rapport and recruiters that stay in
contact with their candidates, throughout the hiring process, have
a better chance of gauging whether an offer will accepted before
it is even written.
Keys to keeping the Iron HOT
1) Keep your appointments. Call on time.
2) Be enthusiastic about the position and the Company
3) Be excited about having the opportunity to speak with that candidate.
4) Share the Company Vision. Sell the Company and why the candidate
should work there.
5)Build the Company Vision. Sell the position and what role that
position plays in the Company.
6) Get feedback and find out where their interests lie.
7) Follow up 1-2 times per week until hired or removed as a candidate
using the phone first then email.
To review the other 4 Rules please go to our download section and
review the 5 Client Rules for Success.
Copyright © 2003, HTC Research Corp., Inc. All rights reserved.
This material may not be published, broadcast, rewritten, or redistributed
without prior written authorization.
|
