{"id":7393,"date":"2015-09-10T11:05:00","date_gmt":"2015-09-10T18:05:00","guid":{"rendered":"http:\/\/recruitloop.wpengine.com\/?p=7393"},"modified":"2023-05-12T12:04:42","modified_gmt":"2023-05-12T19:04:42","slug":"strategies-to-be-a-successful-recruiter","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/strategies-to-be-a-successful-recruiter\/","title":{"rendered":"7 Strategies You Can Implement Today To Be A Successful Recruiter"},"content":{"rendered":"

A few years ago when I was running a recruitment business in Hong Kong the server went down unexpectedly onemorning. I distinctly remember watching as many of my team immediately began packing up their stuff and heading for the door like it was the end of the day.<\/p>\n

\u201cWhere\u2019s everyone going?<\/em>\u201d, I asked casually as the stampede gathered around me as if there had been a fire evacuation.<\/p>\n

\u201cThere\u2019s no internet connection so we can\u2019t work<\/em>\u201d, one of them replied.<\/p>\n

\u201cThere\u2019s absolutely no point just sitting around without Internet access<\/em>\u201d, somebody else chimed in, rallying the troops to all bail out with her.<\/p>\n

If I\u2019d had a whistle I would have blown it like a coach summoning the team back in off the field.<\/p>\n

But I didn\u2019t have a whistle so I just asked everyone to head straight back to their desks.<\/p>\n

I suddenly realised that I had a team of supposedly very experienced recruiters who actually believed they couldn\u2019t work just because we\u2019d temporarily lost our access to the Internet.<\/p>\n

It was time for some basic Recruitment Training 101.<\/p>\n

A few of them looked like I was talking Swahili as I explained that nobody would be leaving the office even if the Internet was down all day. (And no \u2026 the blank looks were not as a result of my Cantonese!)<\/p>\n

As far as I was concerned it was business as usual.<\/p>\n

I started off by reminding everyone that when I had first got into the recruitment game, there had been no Internet at all.<\/p>\n

\u201cSo what did you do?<\/em>\u201d \u2013 I couldn\u2019t believe someone had actually asked me that question!<\/p>\n

\u201cMade a hell of a lot of money<\/em>\u201d, I responded cheekily (but truthfully nonetheless).<\/p>\n

A sea full of horrified faces stared at me unresponsively.<\/p>\n

I then explained that while the server may well have been down, the phone lines were still alive and well and so I expected everyone to spend the day actually talking to clients<\/em>.<\/p>\n

You should have seen their reaction to that suggestion!<\/p>\n

So here are 7 recruitment strategies (think of them as practical \u2018recruiter survival tips\u2019) if for whatever reason you happen to find yourself back in the Dark Ages as a result of a 21st Century technological \u2018meltdown\u2019.<\/p>\n

Free eBook:<\/strong> The Internal Recruiters' Playbook will provide you with all the tools you need to recruit the best people, in the shortest time, within budget. Download Your Copy<\/a><\/div><\/div>\n

1. Call your clients more. Email your clients less.<\/strong><\/h2>\n

How would you react if you had to (cold) call 25 clients every day<\/em>? Not 5 clients \u2026 but 25 clients! It was par for the course \u2018back then\u2019 but for some reason today it would seem like an insurmountable task (or at least a completely unrealistic expectation!) for many recruiters.<\/p>\n

Give it a go \u2026 and at the end of the day, rather than looking at the number of emails you sent out to clients (emails which may well just get deleted in a nanosecond) have a look at how many outbound calls are actually in your call log.<\/p>\n

Trust me \u2026 meaningful conversations are far more effective than meaningless emails.<\/p>\n

Gosh you could even call those\u00a0clients where you have successfully made placements in the last few months and actually talk about how your candidates are going rather than waiting for a one word response to a blanket quality check survey blast.<\/p>\n

2. Ask for client and candidate referrals.<\/strong><\/h2>\n

I am the first to admit that LinkedIn is an awesome tool. I mean by the time you read this blog post, I will have already shared it to all my LinkedIn groups!<\/p>\n

But before the creation of the professional networking phenomenon, recruiters had to actually ask for candidate and client referrals.<\/p>\n

And guess what? It worked!<\/p>\n

The \u201cSix Degrees of Separation<\/em>\u201d theory isn\u2019t a myth. So go ahead and ask your favourite clients if they could share the details of a few of their colleagues with you. And then ask your top candidates who else they might be able to recommend.<\/p>\n

Good people will happily recommend other good people.<\/p>\n

Voila \u2026 LinkedIn 1990\u2019s style!<\/p>\n

3. Follow up prospects from networking events.<\/strong><\/h2>\n

I\u2019m sure even if you\u2019re a \u201c500+\u201d active LinkedIn user, you still have a box of business cards somewhere\u00a0on your desk. Or if you don\u2019t have a box of cards, then somewhere in your top 2 drawers are bundles of business cards probably being held together with an elastic band.<\/p>\n

Remember from all those networking events you’ve been to? Those business chamber drinks nights? Industry lunches?<\/p>\n

Now why don\u2019t you go through the cards, and actually call<\/em> a few of the numbers and speak to the people behind the email addresses.<\/p>\n

You know what? They may even pick up the phone!<\/p>\n

And by the way \u2026 you might then just find yourself having one of those meaningful conversations I mentioned earlier.<\/p>\n

Imagine if they have a role they want to brief you on!<\/p>\n

4. Keep in regular contact with your candidates.<\/strong><\/h2>\n

“How do I let all my temp candidates know about an assignment without Twitter or Facebook?<\/em>”<\/p>\n

Here\u2019s a secret. I was a top billing temp consultant for a long time before the little blue birdie and \u2018thumb\u2019 icons were even a glimmer of a thought.<\/p>\n

If a temp assignment came up, I would just stay in the office making call after call, explaining the role over and over again to every suitable temp candidate I had on my books until someone told me they could start tomorrow morning at 8:30am.<\/p>\n

That\u2019s right \u2026 I stayed in the office since not everyone had a mobile phone (let alone a smartphone) and if you left a message on a home voicemail, you had to wait until they called you back!<\/p>\n

You know who your top available temps are. And they actually like hearing from you every now and then.<\/p>\n

So don\u2019t just call them about an assignment. Try calling them just to see how they are. It\u2019s amazing what market intelligence you can get from your temp or contract workforce.<\/p>\n

5. Never stop promoting your A-grade candidates.<\/strong><\/h2>\n

“I won\u2019t be able to advertise my jobs if I can\u2019t access the job boards<\/em>“.<\/p>\n

I have two words for you. \u201cReverse Marketing\u201d.<\/p>\n

If for some reason you can\u2019t access your job boards, try refocusing your energy. Rather than casting the net out there for new candidates (the majority of whom you will probably never even contact anyway), pick your top five candidates and just do everything you can to get them in front of your prospective or existing clients.<\/p>\n

That means getting back on the phones (are you starting to see a common pattern emerging here?) and promoting your A-grade candidates.<\/p>\n

Potentially making a placement without even having to go through any ad response?<\/p>\n

Who would have thought \u2026<\/p>\n

6. Whenever possible, talk through our shortlist personally.<\/strong><\/h2>\n

“The Internet\u2019s down. How am I supposed to email my shortlist across to my client?<\/em>”<\/p>\n

Flashback to 1996: \u201cThe fax machine\u2019s broken. How I am supposed to get my shortlist across to my client?<\/em>\u201d<\/p>\n

I\u2019ll give you one guess!<\/p>\n

True story: I once had a client who had set his fax machine up so that the receiving pages went straight into the shredder. I\u2019m serious. He just refused to acknowledge faxed CVs and only agreed to meet with candidates if the recruiter had convinced him personally as to why they were suitable.<\/p>\n

So if you\u2019ve got a killer shortlist, either give your client a call and save her reading through all your consultant summaries, or suggest you both meet for a coffee and talk through your Top 5 candidates face to face.<\/p>\n

Besides, how many times have you emailed your shortlist to your client only to be let down by an Out of Office reply delaying the process anyway?<\/p>\n

7. Phone interviews are a great way to cull.<\/strong><\/h2>\n

“If I can\u2019t get on to Skype, I\u2019ll have to cancel all my interviews!<\/em>”<\/p>\n

Can you see me playing my \u2018air violin\u2019 for you in sympathy right now?<\/p>\n

First. World. Crisis.<\/p>\n

Think of The Voice \u2018blind auditions\u2019 and just do a phone interview where you can decide whether your candidate is perfect for the role based on how they communicate, how they talk through their career to date, and whether or not they can impress you over the phone.<\/p>\n

And heaven forbid you have to invite them in for an interview, or meet them at a caf\u00e9 in person later \u2026<\/p>\n

* \u00a0 \u00a0 \u00a0 * \u00a0 \u00a0 \u00a0 *<\/p>\n

Not only was I personally a very successful recruiter sans<\/em> social media, but I also managed many recruiters who consistently hit annual billings of in excess of $750K.<\/p>\n

This was without LinkedIn; without Twitter; without Facebook; and for many years even without Google!<\/p>\n

What would your bonus look like if you billed $750K?<\/p>\n

Nice hey!<\/p>\n

So here\u2019s an idea. Why not step back in time and spend a day in the 1990s every once in a while. You might even enjoy speaking to your clients and candidates as opposed to just watching their online activity.<\/p>\n","protected":false},"excerpt":{"rendered":"

Here are 7 simple strategies you can take back to your desk today to ensure you’re a successful recruiter.<\/p>\n","protected":false},"author":3,"featured_media":8767,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[66,74],"tags":[],"yoast_head":"\n7 Strategies You Can Implement Today To Be A Successful Recruiter<\/title>\n<meta name=\"description\" content=\"Here are 7 simple strategies you can take back to your desk today to ensure you're a successful recruiter.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/strategies-to-be-a-successful-recruiter\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"7 Strategies You Can Implement Today To Be A Successful Recruiter\" \/>\n<meta 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