Are you attending regular Networking events in your chosen niche
Posted: Thu Jan 23, 2025 8:37 am
- How about scheduling fifty outbound client/candidate calls over two 90 minute Call Blocks - every day! You’ll need to source a strong list of 25 names and numbers prior to each block and make sure those Call Blocks are set for optimum results (between 8-10, 11-1 and/or 5.30-7.30) Call Blocks are incredibly powerful and can literally double your “connects” and halve the time you actually spend calling.
- Instead of just sitting back and counting the (diminishing) responses from your most recent in Mail blast - pick up the phone and introduce yourself to the potential clients/candidates who didn’t respond. Don’t expect an instant result – but tell them that you are an SME recruiter in their space and that you’d love to pick their brains sometime. Tell them you’ll be sending over a Linked In invitation and follow up a week later for a chat.
- Engage with passive candidates and try my patented “I’m not headhunting you” technique. Identify a candidate (group of candidates) that fit your spec. Call them at work and try this: “Hi John, It’s Mike from TopTal, I am so glad I tunisia phone number library caught you (never ask “is this a good time?”) I’m not actually headhunting you as I can see you’ve been at Research in Motion for 5 years and I am sure you are incredibly happy. But, I do happen to recruit in your space a lot – and thought it would be great to connect for the future. I could be a very useful ally for you. If you give me your mobile number – I can try calling you at a more convenient time”.
- and looking for ways that you can contribute rather than sell? Introduce yourself to ten people and ask them “what can I do to help you?” (Instead of trying to recruit them). This way you will build your referral network by investing in your potential candidate community rather than just coming off as another money-hungry recruiter.
- How about scheduling activities that do not have a direct or immediate payoff - like regularly keeping in touch with candidates you recently submitted (or placed) or checking in with consultants that you placed in the last year. The more love you give your referral network – the more referrals you will receive.
- What about Social Media? Sharing some useful information on your LinkedIn news feed to remind your network of your position and value. Contributing to discussions in your Linked In Groups or starting your own thread is another way to raise your profile. Other sites like Stack Overflow and Github are a goldmine of candidates, if you engage in a non-transactional fashion. The biggest sin that Recruiters make on Social Media is putting their own goals ahead of the goals of their potential candidates.
- Instead of just sitting back and counting the (diminishing) responses from your most recent in Mail blast - pick up the phone and introduce yourself to the potential clients/candidates who didn’t respond. Don’t expect an instant result – but tell them that you are an SME recruiter in their space and that you’d love to pick their brains sometime. Tell them you’ll be sending over a Linked In invitation and follow up a week later for a chat.
- Engage with passive candidates and try my patented “I’m not headhunting you” technique. Identify a candidate (group of candidates) that fit your spec. Call them at work and try this: “Hi John, It’s Mike from TopTal, I am so glad I tunisia phone number library caught you (never ask “is this a good time?”) I’m not actually headhunting you as I can see you’ve been at Research in Motion for 5 years and I am sure you are incredibly happy. But, I do happen to recruit in your space a lot – and thought it would be great to connect for the future. I could be a very useful ally for you. If you give me your mobile number – I can try calling you at a more convenient time”.
- and looking for ways that you can contribute rather than sell? Introduce yourself to ten people and ask them “what can I do to help you?” (Instead of trying to recruit them). This way you will build your referral network by investing in your potential candidate community rather than just coming off as another money-hungry recruiter.
- How about scheduling activities that do not have a direct or immediate payoff - like regularly keeping in touch with candidates you recently submitted (or placed) or checking in with consultants that you placed in the last year. The more love you give your referral network – the more referrals you will receive.
- What about Social Media? Sharing some useful information on your LinkedIn news feed to remind your network of your position and value. Contributing to discussions in your Linked In Groups or starting your own thread is another way to raise your profile. Other sites like Stack Overflow and Github are a goldmine of candidates, if you engage in a non-transactional fashion. The biggest sin that Recruiters make on Social Media is putting their own goals ahead of the goals of their potential candidates.