2012 has come and gone with VERY little innovation in the realm of Recruiting Tools. Mobile initiatives were FINALLY adopted by ATS Software Companies but the functionality is still lacking. DICE bought a number of companies to add to its portfolio. Facebook added a “Jobs” feature but it is more of an aggregator. Linkedin was still a solid tool and the company continues to focus on the Job and Candidate functions. Bullhorn bought Sendouts and Maxhire but FAILED explaining how the purchases will benefit current Bullhorn users……can’t wait to see what happens (Love Bullhorn’s product and HIGHLY recommend it to anyone looking for an ATS)
I am HUGE proponent of Recruiting Tools and believe that you should have a Recruiting Toolbox that includes ATS, Job-Boards, Social Network Recruiting Programs, Mobile Recruiting, Referral Programs, Membership to Networking Groups……you name it. What do I think is the NUMBER ONE recruiting tool for 2013? Well, the same thing that was the NUMBER ONE recruiting tool for 2012 and every year before………….THE PHONE.
No, I’m not talking about some new App for your Android or iOS, I’m talking about ANY phone where you can dial a number, contact and speak with a prospective candidate or client.
There are a number of recruiters in our business that have gotten into the habit of JUST sending an email to prospects but never pick up the phone. Even worse are recruiters that make ONE call to a candidate and leave ONE message and expect a call back.
Please don’t send me your whiny responses about how candidates or clients prefer email to talking on the phone. I understand that all of us use email to correspond with candidates and clients but I’m not talking about an Either/Or scenario. In order to be successful next year and every year forward, you must get on the phone and make calls. Let me give you a list of reasons to start using the phone early and often:
When you actually speak to a candidate, you can develop a rapport that can give you an advantage over recruiters that are ONLY corresponding with the candidate via email. The candidate may be more inclined to provide referrals and more importantly, take your position over others if you have developed trust.
No, I’m not talking about Candidate/Client Control, I’m talking about controlling initial contact. When you send an email, you are at the mercy of the prospects timeline. By initiating the conversation, you can shorten the Sales and or Recruiting cycle.
Everyone likes to use the Term “Professional”. I think a professional is someone that gets results and is a top performer in their field. The best performers get on the phone early and often. Always……….I repeat ALWAYS follow up texts, emails and non-verbal correspondence with a phone call
The best way to keep your ATS up to date is calling candidates from Search strings. You can get candidate career updates and most likely updated skill info from a conversation.
You can gauge a candidate’s interest level in your position much better from a conversation Vs. an email. It is also easier to pick up on any Red Flags.
Most of the time, the first submittal of a qualified candidate gets the position. There are exceptions to the rule of course, but you don’t want to be the recruiter that calls a candidate only to find out that the candidate has already been submitted because you were waiting on an email response. When you see a qualified candidate, call them multiple times during the day until you get them on the phone.
I know that these aren’t ground breaking ideas and that most of you know how important it is to make calls. It’s amazing that with the advent of so many recruiting tools that it is still so VERY important to pick up the phone.
I wish everyone in our business continued success in 2013. Have a great and prosperous new year!