Overcoming objections, use of a formal multi-step closing process, coordinating the offer process with the client, negotiating compensation, and acting as a career counselor to the candidate are all aspects of strong passive candidate recruiting. If you cold calling database prevent early opt-outs and close 80-90% of candidates you're interested in on standard comp terms, you rank high on this factor. How well did you do on this passive candidate recruiting scorecard? A total score of 25 is average. If you're a recruiting manager or director, we'll be happy to arrange an online conference call to discuss the cold calling database results and give you some ideas on how to move your entire recruiting team into the 30-35 point range. Moving from average to this strong range represents a 25-30% increase in productivity, so it's something you might want to consider.
What I've noticed is that the need for new cold calling database recruiting skills is changing much faster than most companies are responding. I've also noticed that the best third-party recruiters are responding to these market changes more quickly than their corporate counterparts. Whether you're an external or corporate recruiting manager, you need to figure out if your team is cold calling database doing all it can be doing, and if you're ahead or behind your competition. Nowadays, just to stay even takes considerable effort, so if you're behind now, you really need to get busy on some major change initiatives.
Lou Adler is the president of The Adler cold calling database Group and Amazon best-seller author of Hire With Your Head and the audio program Talent Rules! Using Performance-based Hiring to Hire Top Talent. Adler is a noted recruiting industry expert, speaker, and columnist for cold calling database SHRM, ERE, RCSA, Kennedy