How do you source for your most challenging positions-to-fill?
Are you presenting the most qualified talent or the most available talent?
We’ve all recruited for tough-to-fill openings, hard-to-please hiring managers, less-than-competitive salaries, and even not-so-favorable company press. But what if you’re recruiting for a position and you simply can’t find the qualified talent? The list of must-haves is long, you’ve searched your ATS and external resume databases, posted your jobs on the most compelling sites, and utilized all of the latest social networking tools, but the quality of the candidate pipeline is still lacking.
You may be surprised to know that for any given search, as much as 32 to 83% of the professional working population in the US is UN-identifiable online. What do you do when the talent you seek is choosing to keep a low profile? Can you risk not considering what might be the best possible talent for your challenging need?
Many position openings, said to be “challenging” or “difficult”, are neither. It’s just that the qualified talent has not been identified, called and compelled to consider the opportunity. Many recruiters settle for nearly-qualified hires because they have forgotten the free resource that can produce the on-target talent they seek: the telephone. There is absolutely no substitute for calling into a company, identifying the individual who heads your company’s competing organization, and identifying that person’s entire team. Are you seeking the most qualified talent? Certainly your competitors are…
It’s amazing what’s available for the asking. Polite, professional and persistent identification is the tack we take to successfully obtain the information we need by phone. The lost art of telephone research has been called “audacious” and rightly so. Other deserving describers might be courageous, creative, enterprising, tenacious and undaunted. Wouldn’t you like to see these adjectives on your next performance evaluation?
Investigative, evidence-gathering, questioning skills, the what-you-say and what-you-don’t say over the phone, can raise the quality of talent you identify and place, and build your reputation as Deliverer of Results. These strategic pipelining skills have propelled many search professionals, corporate recruiting and sourcing individuals to excel in the most challenging of recruiting projects, and this identification technique is effective in all industries, all functions, at all levels, worldwide. Original telephone research, the techniques outlined in Search/Research Success™ by ExecuQuest: Learning the Art of Quality-First Talent Sourcing and The Seven Habits of Successful Sourcers™ deliver the added ROI your company seeks.
Telephone research is real-time, primary research while what we find online is secondary research. The information we gather from calling into a company simply cannot be found online. The key to succeeding in recruiting is learning how to increase candidate quality, creating talent-rich pipelines and maximizing competitive intelligence while spending minimal time managing information overload. Supplementing internet findings with original telephone research elevates candidate quality and empowers the proactive pipelining we all seek.
Yield for Research Investment (YFRI): Process, Production & Reliability Engineers, c. $85k base
For a Top 5 RPO Company for their Client: Fortune 100 Global Technology Manufacturer:
- Total Target Companies 10
- Total # of people identified 139
- Total On-Target Individuals 45
- Not Identifiable on LinkedIn 26
- Total Phone Screened By Client 6
- Placements 2 (thus far)
Total Hours for Identification: 40 hours for 2 placements thus far, with additional hires to be made at no additional cost.
Note: 58% of the on-target names were not identifiable on LinkedIn nor via appropriate keyword search strings.
Yield for Research Investment (YFRI): VP Directors, Commercial Banking Compliance Testing, c. $150k base
For a leading international bank.
- Total Target Companies 11
- Total # of people identified 92
- Total On-Target Individuals 58
- Not Identifiable on LinkedIn 25
- Total Phone Screened 40
- Presented 5 (includes diversity individuals)
- Placed 2 (thus far)
- Future Pipeline 4
- Not Interested 31
- New Recommendations 12
Total Hours for Identification and Candidate Development: 133.15 hours for 2 placements thus far with additional placements to be made at no additional cost. 43% of the on-target names were not identifiable on LinkedIn nor via appropriate keyword search strings.