A few slides from my presentation (with Kelly Dingee) on the 8.1.12 Workforce webinar (sponsored by Jobvite)

1. Impress Me or You’re Dead
The New Rules for how GREAT Candidates
Judge (and Treat) Recruiters

2. Presenter Info
• Kris Dunn
• CHRO at Kinetix (RPO, Recruiting)
• Founder of Fistful of Talent , The HR Capitalist
• Hoops Junkie
• Kelly Dingee
• Manager of Strategic Recruiting at
Staffing Advisors
• Contributor at Fistful of Talent
• Sourcing Expert

4. 5 Things That Average
Recruiters Do Every
Day That Cause The
Best Candidates to
Ignore Them

5. What Would an
Average Recruiter
do?
Code For: WWAARD?

6. They Fail to Personalize Everything
• Stop spamming, you spammy
spammer
• They don’t use their name on
email communications out of
their system
• They don’t reference what
makes the candidate special
• They don’t reference what
makes the recruiter special
• They treat the candidate like a
commodity
• What a shocker - you get
commodity results with the
best candidates with this
approach
• Don’t have time to
personalize? Go recruit at a
temp agency

7. They Don’t Know the Profile
• We’re not talking about
knowing the last two jobs of
the candidate
• We’re talking about knowing
the background, companies,
job and everything else related
to the candidate
• But that’s not enough – you
have to have something
interesting to say about that –
what’s your connection to
their background?
• Time with profile + Thinking
About Your Connection =
Success with Candidate

8. They Don’t Connect the Dots
• Average recruiters don’t try
and connect the dots on why
they were compelled to call
• What’s in the bio that makes
them a great candidate?
Recruiters with success on
great candidates know what
the connection is
• Average recruiters – no pitch
at all
• Everyone’s vain – tell them
what you like

9. They’re Not Transparent About How They
Found the Candidate
• Don’t be cute. If you found
them on Monster, just say so
• People want to know how you
found them – are you OK or a
stalker?
• Bonus points in play for
upstream sourcing beyond job
boards stuff
• Upstream sourcing = you’re
ability to connect with why
you think they’re a fit for the
role

10. They can’t pitch the opportunity and
don’t try to overcome objections
• Ask yourself this question – do I
try and sell every candidate I call
on the opportunity?
• Why not?
• Average recruiters transition to
selling the opportunity once
they personalize and connect
the dots for the candidate
• That first question was lame, the
bigger question is this: How
many objections do I listen to
and try and overcome on a call
that’s not going well?

11. Kris:
kdunn@kinetixhr.com
www.fistfuloftalent.com
Twitter: @kris_dunn
LinkedIn: www.linkedin.com/in/krisdunn
Kelly:
kellydingee@gmail.com
www.fistfuloftalent.com
Twitter: @Kellydingee
LinkedIn: www.linkedin.com/in/kellydingee
http://fistfuloftalent.com/author/kellydingee