05 Mar 2018
Working in R2R or Search to Search we make our cold calls to candidates, not clients.
We, or certainly here at Carlin Hall, are in a fortunate position where the jobs are called into us. We do not take this for granted, far from it. We work hard to supply good quality candidates to our clients and to ensure the application process runs smoothly from start to finish. We limit how many clients we are working with at any one time, in a bid to meet expectations of those we are already supplying to, and of course, because we need companies we can headhunt from. For us, the challenge is the source and supply in this incredibly candidate driven sector.
This is our lifeline. How did we manage before? I remember cold calling candidates at their desks before we had linked in. It was the only way. Having worked on the other side of recruitment (where cold ‘client’ calls are the norm), adapting to this new type of ‘candidate’ cold call was far harder. Even if the candidate was interested in the role you were calling them about they could not speak openly or were so cross with you for calling them at work in the first place that you lost the relationship before it had even begun. Managing to get a mobile phone number was the gold standard. And before mobile phones, well, that is another blog.
Linked in allows us to make targeted approaches. Thanks to its incredible search function we can tailor a search right down to the minutest of detail helping us to find the most potentially suitable candidates for whatever role we are working on in a nanosecond. Even if the candidate is not interested they are generally grateful for the approach and more often than not that initial contact will become a relationship in the future. Plus, with the added benefits of the Project and Clipboard functions, you can track and monitor a candidate’s movements forever more. Will GDPR affect this in the future? I do not know. Again, another blog.
One of the best ways to source candidates. People tend to only refer candidates who have a strong track record and who have proven success. It’s their reputation on the line too. They also tend to only refer candidates who are genuinely looking and are serious about a move. Especially if the referee has allowed us to use their name in the approach. We know that a conversation will have taken place about the candidate being disgruntled in their current role. We jump on this information and reach out immediately to those candidates. This means the application process runs well on all sides and we usually manage to convert these candidates to a placement quite quickly. Of course, the added incentive of a monetary reward to the referee is also an effective tool. They will encourage their colleague/friend to work exclusively with us in the hope their referral fee is materialized.
Our favourites (as long as they haven’t left a job we placed them in!). We already know them. They know us. There is trust on both sides. Unless of course, this is the 5th time they’ve contacted us. This makes it harder as usually means their CV has become too jumpy for us to place them again. If none of this applies then a returning candidate is also a compliment and we can’t help but feel flattered they have chosen to come back to us again. We can make relevant suggestions quickly to these candidates, and as with referrals the conversion rate is high and the process runs hiccough free.
Job boards also have their place in the list of ways to source candidates. I think some recruiters can be too quick to dismiss job boards in today’s LinkedIn dominated age, but they can still be an effective way of sourcing candidates. A candidate who has gone to the trouble of registering with and posting their details on a job board are those candidates who are taking their job search seriously. They, in turn, become great candidates to work with. They are not dipping their toes, they are committed and using an age-old method of finding a new job. Some think you see less quality on job boards, sometimes you do, but if you use the right job board that can offer the same advanced search functions as linked in you could find your next placement.
Or, be LUCKY enough to receive an unsolicited INBOUND CALL OR EMAIL
We won’t let you down if you do make that call.
If you are an experienced Recruitment Consultant or Executive Search professional, and you are just not getting traction with your candidates or struggling to gain buy-in with you cold client calls, CALL US, here at CARLIN HALL. We will always have an opportunity available that will be of interest you. We can speak confidentially at any time on 020 7965 7292.
Happy hunting, otherwise we’d love to hear from you. Thanks for reading.