THE TECHNACIOUS RECRUITER NEWSLETTER

July 15, 2010   view past issues

Our newsletter is
brought to you by





Getting Past Yes

WEDDLE’s is pleased to offer its newsletter subscribers a FREE excerpt from Peter Weddle’s new blockbuster of a book, The Career Activist Republic.

This is the one book you don’t want to miss this summer!

The Career Activist Republic will reaffirm your faith in the American Dream and give you the tools to construct it for yourself.

To get your FREE excerpt, email your name, street address, city, state and zip code to corporate@weddles.com. Please put FREE Excerpt in the Subject line of the message.

Don’t miss out on this amazing offer! Request your free excerpt today.

Getting Past Yes

A candidate’s “Yes” is, more often than not, the end of our recruiting effort. We hand the newly hired person off to those responsible for onboarding and move on to our next assignment. It’s a reasonable course of action-one that usually works well with active job seekers-but it sets us up for disappointment and failure if we use the same approach with passive, high quality candidates.

Active job seekers, especially in today’s emaciated job market, seldom have options. Few employers are hiring, and those that are typically have just a handful of openings to fill. For someone in transition, that means a single offer is a dream come true, multiple offers is a fantasy. With mortgages to pay and families to feed, they have no choice but to accept the first decent opportunity that comes along. As a result, when they say “Yes,” they almost always show up on the first day of work.

The same isn’t true of passive, high quality candidates. First, they do have options. In most cases, they are employed, so they can stay right where they are rather than accept an offer. In addition, with talent at a premium even it today’s tepid recovery, they will also likely have other recruiters seeking them out and that situation gives them a choice among competitive offers, as well.

Second, they create a window of vulnerability for organizations trying to hire them. Since they are usually employed, they will in most cases have to give notice to their current employer. That notice, in turn, typically triggers a two-to-four week period when they are “in play” and their visible willingness to consider other options gives them a free agent aura.

What does that mean?

The Unique Challenge of Top Talent

Even after passive, high caliber new hires say “Yes,” they can be and often are stolen away by;

  • a counter package from their current employer, which occurs with almost every offer involving an “A” level performer and those with hard-to-find skills;
  • buyer’s remorse, which occurs when they or a spouse or partner get cold feet about the changes involved in taking an offer that moves them into a new organization;
  • or

  • grand theft candidate, which occurs when another recruiter swoops in and makes them a better offer than the one they’ve already accepted.
  • In other words, there’s a very high probability that the high caliber person we recruiters work so hard to bring to our employers will be tempted. frightened or lured into switching their “Yes” to a “No.” So, what should we do? I think we have to redesign our recruiting processes so that they get both our candidates and us safely past “Yes.”

    For example, think how easy it would be to do the following as soon as a candidate says “Yes:”

  • Give them an ID and password to their own personal home page on our corporate career site;
  • Focus the first page of that site on a message to the individual from the CEO of our organization;
  • Have the CEO’s message welcome both the new employee and their family to the organization;
  • Fill the two-to-four week window of vulnerability with daily welcoming messages from the individual’s new supervisors, managers, team members and peers. The goal is not to onboard the person, but rather to “re-recruit” them-to remind them over and over again why they said “Yes” in the first place.
  • Obviously, this approach isn’t the only way to redesign a recruiting process for passive, high quality candidates. It does, however, illustrate the central point. When we’re recruiting the best talent, we must remember they have options. We have to get them past “Yes” by recruiting them right up until they walk in the door on their first day of work.

    Thanks for reading,

    Peter

    Visit me at Weddles.com

    P.S. Commit a random act of kindness. Tell your friends and colleagues about WEDDLE’s Newsletter. They’ll appreciate your thoughtfulness, and so will we.


    The Book That Gives You Back the American Dream

    The Free Agent Nation got it only half right. Most Americans want to work for themselves, but they want to be employed by someone else.

    How can they do that? By joining The Career Activist Republic. That’s the title of Peter Weddle’s new blockbuster of a book due out later this month.

    The Career Activist Republic is based on three startling ideas:

  • Every human being is a person of talent-they are endowed with a capacity for excellence which enables them to accomplish extraordinary feats at work.
  • In today’s turbulent global marketplace, employers are no longer hiring even perfectly qualified candidates-what they want, what they need to employ is talent.
  • That desperate need empowers every American to work for him or herself and to be employed always … but by someone else-to create the kind of security they can actually count on even in difficult times.
  • The Career Activist Republic will reaffirm your faith in the American Dream and give you the tools to construct it for yourself.

    There’s no lack of bad news these days, so give yourself some good news. Click here or call WEDDLE’s at 203.964.1888 to order The Career Activist Republic today.


    Get WEDDLE’s Recruiting Bestsellers Today

    WEDDLE’s 2009/10 Guide to Employment Sites on the Internet.

    This widely acclaimed guide to the Web’s 100,000+ job boards and career portals has been completely updated so you can make smart buying decisions for your organization’s online recruitment advertising.

    WEDDLE’s 2009/10 Guide to Association Web Sites.

    The best talent are often members of their local, state, regional or national professional associations. This one-of-a-kind Guide enables you to determine which of those associations have the recruiting resources you need to connect with their members.

    How can you get these amazing resources? Click here to reach our online bookstore or call 203.964.1888 to order your copies of these truly unique recruiting guides.


    Get the Key to Success-Keywords for Top Talent

    How can you tell search engines and computers what kind of candidate you’re looking for? Use Finding Needles in a Haystack. Just released by WEDDLE’s, this 3-volume set is the first comprehensive listing of keywords for successfully searching resume databases online and off. You can select individual volumes or get the entire set.

    Volume I

    Engineering, Executive & Management, Finance & Economics, Healthcare, Human Resources, Sales & Marketing, Technology

    Volume II

    Banking, Broadcasting & Media, Construction, Dentistry, Food & Beverage, Hospitality, Insurance, Investment Finance, Law, Pharmacy, Psychology & Counseling, Real Estate, Retail, Science, Social Work & Services

    Volume III

    Accounting & Bookkeeping, Administration, Advertising & Communications, Architecture, Art & Design, Customer Service, Equipment Installation & Maintenance, Hazardous Materials, Manufacturing, Public Relations, Purchasing, Security, Translation, Logistics, Writing, Journalism & Editing

    The set provides over 25,000 keywords and keyword phrases, across 5400 job and position titles in 28 industries and professions. You can order each book for $49.95 or the 3-volume set for just $139.95. As, sourcing guru Shally Steckerl put it, these books are “a rare and uniquely useful reference guide for recruiters!”

    To order your copy, please click here or call WEDDLE’s at 203.964.1888.


    Recruiters Have Careers Too, Work Strong at Yours

    These are tough times for everyone in the workplace. And, that includes recruiters.

    It doesn’t matter whether you have 2 or 32 years of employment experience, today’s world of work is a risk-filled, even threatening place. And it is also the place where you spend one-third or more of your day.

    So what should you do? Give yourself “career security”-security you can count on even in the toughest of times.

    And the best source of career security is Peter Weddle’s book, Work Strong: Your Personal Career Fitness System.

  • If you’re in transition, it will resuscitate your career even as you hunt for a new job.
  • If you’re currently employed, it will help you strengthen and protect your career for whatever lies ahead.
  • Click here to get a 24% discount on the book at Amazon.com!

    Or, if you’d like A FREE WORK STRONG WRISTBAND, order the book directly from WEDDLE’s by calling 203.964.1888 or clicking here.

    Don’t delay. Give yourself the power and promise of career security. Get Work Strong right away!