Recruiter News  >  June 2006: Volume 3, Issue 6

If you want to make Performance-based Hiring a reality, having a steady source of top candidates is essential. Networking is the key to pulling this off. To me, networking represents the difference between good and great recruiting. I don’t look at job boards as a primary source of top candidates. Every now and then you’ll find one, but not frequently enough to count on this source. However, networking, when properly done, can be the prime source of all your best people. How to do it well is the key. This will be the topic of this installment of The Science of Recruiting. And as you’ll soon discover, it most certainly is a science.

Performance-based Hiring – Making Hiring Top People a Systematic Business Process
Networking is the process of asking people for names of other people they know who’d be suitable for a job you’re trying to fill. While you can network with anyone, you shouldn’t. This is the first rule of networking. Here’s why. In general if you talk with 100 people from any reasonable source, only 10 will be worthwhile talking with. This means they’re qualified for your open job or some future job, or they directly know someone qualified for your current job. From this batch of 10, only one will wind up being a candidate you’ll send out for an interview. This is due to a variety of reasons like poor timing, not perfect match, too heavy, too light, not enough money, or relocation problems. But this is okay, since these people know other people who are perfect for the job. The key to networking is to get them to tell you who these other people are. Let’s review the other rules.

Networking Rules
1. You don’t have enough time to talk with everyone.

See above. Talking with everyone is a hundred-to one-shot. You must improve your odds to ten-to-one.

2. You must pre-qualify everyone. The key is to narrow the group you’ll be networking with to only pre-qualified candidates. These are those people who are either qualified for the current job, qualified for some other or future job, or directly know someone qualified for your current job. These are great people to have in your network. Developing the network is equally as important as networking with those in the network. When you get a name of someone, immediately ask the referrer why he or she thinks this person is a strong candidate for your job. Ask about direct experience, major accomplishments, academic background, approximate age and compensation, and any recognition received for doing outstanding work. This is how you go from 100 in 1, to 10 in 1. Then only talk with those that seem really qualified to do the job. This will increase your productivity exponentially. (continued...)

Congratulations. You’ve been through all the interviews. You like the organization and the job—it’s a good fit. The organization likes you, too, and offers you the position, so now what? How do you make sure you get the best possible package for meeting your needs and those of your new employer?

Guerrilla, you’ve been setting up the close from the first moment you walked into the employer’s office. You looked sharp, acted smart, and came off as self-assured by not talking about compensation—a real “A+ Player.” Carry that same behavior into the negotiations. Candidates who net the best results approach the negotiation process with a blend of positive attitude and preparation.

The following information is important to your financial well-being whether you are an individual contributor or a senior executive. Some of the entitlements and strategies may not apply to your current situation, but the strategies and tactics are valid for every new hire. As we go through the material, think about how you can apply these techniques. (continued...)

Click on Miss J's photo to email your recruitment questions and problems to her!

What you have to remember about Miss J is that she started in recruitment way back in the days when Pontius was a pilate.

Now don’t go thinking Miss J is some withered old crone, because, dear readers, she has actually aged like a fine wine (no, not dark and full bodied!). The reason I bring up our author's longevity is technology. Back in ye olden days, Miss J plied her trade by working with well thumbed 3x5 cards. One box of cards documented her client activity, and another kept a note of key candidates. When she went searching for candidates it was purely from the company database, networking and referrals. Resumes were sent to the client (originals with the addresses covered in white out) via the fax and now the résumé gets to the client faster than a speeding bullet (and you don’t have to wear spandex to get it there). Boy, you youngsters don’t know how good you have it!

So dear readers lets turn our attention to this letter that was found in between the fridge and the copier in Miss J’s palatial office…

Dear Miss J,
OK it’s that time - time to put a little umph back into my recruiting life. It’s time to up the ante, push the envelope, because, quite frankly I am bored. For the last couple of years I have been placing salespeople and, to be frank (although I prefer my own name), I have had enough. Salespeople selling to salespeople; it’s like a never ending tennis match: I close, they close, I close, they close. I feel I am continually in the middle of rally. Well, I have made my mind up, it’s time to make a change and it’s game set and match, IT is my new niche. It has every thing I want. It’s fast-paced; technology is always changing, with new technologies turning up all the time. I can do contract or direct hire. I can do low level or CTOs – the world is my Blackberry.

But here is my dilemma Miss J, tell me, do I really have to be able to dismantle and re-assemble an IBM mainframe in 2 minutes to be able to do IT recruitment? ‘Cause let’s face it, I am always the one with a lopsided Ikea Brotflopen bookcase with one extra piece of weirdly shaped wood and three bolts left over. When it comes to technology I don’t even know the difference between an Apple MAC and an apple pie. Does the MAC come a la mode?

Once I do start, how do I speak to techies? There are times I can hardly speak English, let alone converse in the native tongue of those people whose brains are as big as planets and who wear socks over their sandals. Surely they will lose me in the first conversation?

But regardless of all of this, I am ready – I have a tool belt, a Philips head screw driver, a roll of duct tape, and loads of enthusiasm! Take me to your mainframe.

Challenged, from Confidence, CA

Well, Challenged from Confidence, CA
Put down the screwdriver and back away from the mainframe! Now take off your tool belt and throw down the duct tape! Continue to step away from the mainframe!

Let’s get right to the point, you don’t have to be a technical wiz kid to do technical recruiting. It would sure be helpful if you were but you’re not and that is no big thing. Think about it, recruiters don’t start working in their chosen niche with a head already uploaded with appropriate jargon and lingo. They have to learn it. When you started selling salespeople you probably didn’t know everything about what exactly to look for, did you? (continued…)