The Single Best Source of Candidates Ever…Period!

20摄氏度

So you've sourced the boards, the Net, and every other place that you can think of but you're still coming up short. Perhaps you've overlooked one of the time tested techniques used by top recruiters: reference checking. Yes, that's right, reference checking. What does reference checking have to do with sourcing candidates? Read on to find out:
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- H9 x$ V- D7 dWhat's the single biggest problem you face with candidates you discover on the Net or on the job boards? Assuming that you are able to find accurate contact information for the candidate, the biggest problem is that lots of people just don't call you back. Yes, there is a lot you can do to write compelling emails and leave voice mails with spectacular calls to action, but the bottom line remains that a lot of your attempts to contact people will go unreturned. Contrast this with calling a candidate's references. Most folks want to help their colleague or friend land that new job. If you leave a voice mail for a reference and clearly state who gave you their name and why you are calling, a ridiculously large percentage of people will return your call. When they do, conduct a thorough and professional reference check. Ask probing questions and really establish rapport with the reference. It really doesn't take much to move the call onto other topics such as what opportunities may interest them and who they may know. You could also ask the million dollar question: Who else should I talk with who will be able to give me insight into my candidate? That's a really advanced technique and asking it properly has many, many benefits.

20摄氏度

So you've sourced the boards, the Net, and every other place that you can think of but you're still coming up short. Perhaps you've overlooked one of the time tested techniques used by top recruiters: reference checking. Yes, that's right, reference checking. What does reference checking have to do with sourcing candidates? Read on to find out:

What's the single biggest problem you face with candidates you discover on the Net or on the job boards? Assuming that you are able to find accurate contact information for the candidate, the biggest problem is that lots of people just don't call you back. Yes, there is a lot you can do to write compelling emails and leave voice mails with spectacular calls to action, but the bottom line remains that a lot of your attempts to contact people will go unreturned. Contrast this with calling a candidate's references. Most folks want to help their colleague or friend land that new job. If you leave a voice mail for a reference and clearly state who gave you their name and why you are calling, a ridiculously large percentage of people will return your call. When they do, conduct a thorough and professional reference check. Ask probing questions and really establish rapport with the reference. It really doesn't take much to move the call onto other topics such as what opportunities may interest them and who they may know. You could also ask the million dollar question: Who else should I talk with who will be able to give me insight into my candidate? That's a really advanced technique and asking it properly has many, many benefits.