September 19, 2013   view past issues

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Modeled after Pinterest, the newly re-launched offers four channels of information and resources found nowhere else on the Web. The channels are specifically tailored for:

  • Employers & Recruiters
  • Job Seekers
  • Career Activists (those passive prospects that are so hard to recruit)
  • Employment Site Professionals.

What will you find at There are:

  • Books & Tools for recruiting & sourcing excellence
  • An archive of outside-the-box Recruiting Tips
  • An Association Directory organized by career field & industry
  • Information on the International Association of Employment Web Sites
  • And much, much more!

So, don’t delay! Visit today. And, make sure you tell your colleagues about the site, as well.

Rethinking the Telephone Pre-Screen

Traditionally, the telephone pre-screen has primarily been used to verify the qualifications of candidates and determine if they should be invited for an on-site interview. The assumption behind this approach is that every applicant has already been sold on working for an employer. While that may be true for active job seekers, however, it’s not for most passive prospects. They need a new pre-screen pre-processor that continues to sell them on the opening and the employer.

Why worry about the different responses active job seekers and passive prospects have to a telephone pre-screen? As the Golden Rule of Recruiting acknowledges: what you do to recruit passive talent will also recruit active talent, but the converse is not true.

In other words, if you configure your telephone pre-screen for active job seekers, it will work just fine for them, but will turn away many if not most passive prospects. On the other hand, if you design the pre-screen for passive prospects, it will have a positive impact on them and on active job seekers as well.

This difference occurs because passive prospects have a choice, and active job seekers don’t.

  • Active job seekers are almost always unemployed, so their application for a position signals their genuine interest in it and, more often than not, their intent to accept an offer made for it. They have applied because they need the job.
  • Passive prospects, in contrast, are almost always employed, so they can choose to stay with their current employer or to accept any of the offers they have likely received from other employers. They have applied because they are interested, but not yet sold on the job.

How can you overcome this not-yet-ready-to-commit characteristic of passive prospects? Use a pre-screen pre-processor.

The Pre-Screen Pre-Processor

In order to engage and effectively influence passive prospects, the telephone pre-screen should be reconfigured to have two parts:

  • A pre-processor with which the recruiter begins the call and continues the selling effort for an opening that was begun in the recruitment ad to which the applicant replied.

    This short but carefully orchestrated period should not be used simply to restate the information in the ad, but rather to highlight the key elements of its value proposition. In other words, what makes this opening a special opportunity and what makes the employer a special place to work?

    The purpose of this initial interaction is “re-recruitment.” It’s done to remind the passive prospect why they applied for the job and to reinforce the position’s potential advantages for them.

  • The pre-processor is followed by the pre-screen as the recruiter would normally conduct it, but with one additional feature.

    Thanks to the “re-recruitment done during the pre-processor, the assessment, itself, is likely to be more revealing than normal since passive prospects will be more motivated to provide the most complete and compelling answers they can.

    In addition, the pre-screen should always conclude with a second “re-recruitment” feature: the recruiter’s expression of appreciation, on behalf of the organization, for both the candidate’s submission of their application and their participation in the pre-screen.

    Consciously or unconsciously, passive prospects believe that the way they are treated in the recruiting process mimics the way they will be treated as employees, so it’s essential to optimize their experience at the beginning and the end of the pre-screen..

The telephone pre-screen is often implemented as a mechanical element of the recruitment process – a pass-fail test that is all about what the employer wants to know. By adding a pre-processor which is all about what the candidate wants to know, the call can both assess applicants more effectively and get more of them – especially those elusive passive prospects – to accept any offer that is made.

Thanks for reading,


Visit me at the All New

WEDDLE’s New Guide Now at Amazon

The eleventh edition of WEDDLE’s Guide to Employment Sites on the Internet – the book the American Staffing Association called the “Zagat” of the online employment services field – is now available at

This edition is completely updated, so if you have the 2011/12 Guide or an even earlier edition, you need this all-new classic right now!

The book features:

  • The Top 100 – WEDDLE’s pick of the 100 best employment sites on the Web. Each site is described with a full-page description of its features, services and fees.
  • The Best & the Rest – A directory of over 9,000 sites organized by career field, industry, geographic focus and other factors. It’s the most complete guide to the Web’s sourcing and recruiting resources, period.

Click here to get your copy of Weddle’s Guide to Employment Sites on the Internet today.

Recruiters Have Careers Too

Recruiters have careers too. And, in today’s economy, they need to protect them! Even the best of recruiters have found themselves laid off by their employer or at a dead end in their organization.

How can you protect yourself?

Get Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at

The book has a number of special features:

  • Organized just like a physical fitness regimen, the book tells you what to do to improve the health of your career, how to do it and – unique to the Career Fitness program – how often in order to maximize the employment benefits you derive from your efforts.
  • From ancillary skill development and work pacing to soul work and gathering career intelligence, the book introduces a powerful blend of the best traditional practices and state-of-the-art techniques for effective job search and career self-management in today’s uncertain times.
  • Filled with worksheets and exercises, the book is a complete self-study program that delivers the knowledge and skills required for BOTH job search and career success.

So, get your career in shape. Get The Career Fitness Workbook today!

The Best Online Recruitment Tool Ever

WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).

If you want to:

  • Develop a pinpoint targeting strategy for your recruitment advertising,
  • Identify the best social media sites for connecting with top talent,
  • Improve the quality of the applicants you source online,
  • Sell products and services to job boards and other employment Web-sites

then the WEDDLE’s Directory is for you!

The database is delivered to users online and is both internally searchable and suitable for downloading into a CRM system.

Click here to order your copy or contact WEDDLE’s at 203-964-1888 for additional information.