One of the things that keeps me busy during the day is a site I started less than a year ago called RecruitingBlogs.com – It’s a social network for recruiters looking to share ideas and help out others.
When I started RecruitingBlogs.com, I ran a contest to come up with the Best Recruiting Tip and the prize was, go figure, a year subscription to the Fordyce Letter. The winner was a guy named Harry Joiner and I would like to post his answer here.
The best recruiting lesson I ever learned is that the odds of my closing a search skyrocket when I get my candidates to help each other get the job. Here’s how I do it:
At the beginning of a search, I assure my candidates that I will do every-ethical-thing in my power to help them get the job.
HOWEVER: In good faith, they agree that if they get knocked out of the search, they will make themselves available by phone to discuss my client’s interview process with all surviving candidates.
For example, imagine that I submit six highly-qualified candidates for the same VP of marketing job. Usually, four will get knocked out before the two survivors get called in for final interviews. My method allows the final two candidates to have confidential, in-depth calls with the four “dead” candidates before going in for their final interviews. From what I hear, a ton of outstanding intel is traded among these executives.
What’s in it for the “dead” candidates? A great networking opportunity to help a colleague who’s about to get a plum VP-level job at a company they respect.
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What’s in it for the “live” candidates? Valuable intelligence.
What’s in it for me? Usually money.
I think it’s brilliant. I am not so sure that in every case, your candidates will agree to this but it is so clear that if they do agree, magic is going to happen.
Are you in a sharing mood? What are some of the best tips you can share? Oh, and one more thing – Are you going to be in Vegas for the Fordyce Forum this June?