In Proactive Recruiting In A War For Talent Economy, Paul Siker maps out an array of strategic and tactical recruiting best practices that are designed to allow today’s recruiting professional to further optimize their ability to identify and successfully recruit talented passive candidate prospects.
Additionally, Siker addresses consultative candidate engagement and selling strategies that recruiters can deploy to construct long-term, compelling, and actionable candidate relationships.
A Partial Listing Of Chapters Includes:
Proactive Recruiting: For progressive recruiters and competitive organizations seeking to get beyond the “post & hope” methodology of obtaining candidates, incorporating viable direct recruiting approaches into the talent acquisition matrix is essential.
Building Productive Relationships with Hiring Authorities: Deploying a thoughtful communications strategy with hiring authorities, one that engenders the creation of meaningful partnerships, that manages expectations, and that allows a recruiter to emerge as a “trusted advisor,” is critical to long-term recruiting success.
Consultative Selling in Recruitment: Talented professionals cannot be treated as commodities. Recruiters must sell themselves, and be capable of projecting an employer’s “brand identity.” Conveying a consultative communication and selling style is pivotal to effective recruitment, regardless of whether a candidate prospect is active or passive.
Enhanced Sourcing Methodologies: The ability to consistently and efficiently identify high quality candidate prospects, whose backgrounds align with existing or anticipated openings, is essential to effective recruiting. This chapter discussesdirect sourcing techniques, tools, and best practices (Phone and Internet-based).
Advanced Introductory Call Techniques: Get fresh perspective and clear insights on how to implement thoughtful introductory calls to prospective candidates that flat-out work. Understand the distinctions between focused and unfocused cold calls, and how to build effective, comfortable, and proven call word-tracks that engender goodwill, and create the foundation for a high-quality dialogue with prospective candidates.
Overcoming the Voicemail Roadblock: Learn how to leave intriguing and cohesive messages that will dramatically improve the likelihood of getting returned calls from key candidate prospects.
Referral Acquisition: Utilize creative approaches to consistently secure quality prospective candidate leads for individuals who most immediately align with existing openings.
Offer Negotiation & Closing Strategies: Formulate, present, and close offers of employment consistently, and in a manner that resonates with candidates. Eliminate ambiguity regarding current and desired compensation scenarios.
Mitigating Counter-Offers: Eliminate surprises at the back-end of the recruitment process by communicating the “right” things to prospects at the front-end of the recruitment sales lifecycle.
Daily Planning & Assessment: Learn how to construct and deploy a results-oriented, proactive recruiting game plan that maximizes productivity, assesses efficiency, and reduces chaos.
And Much, Much More!!
“Having read just about every book out there on recruiting, the thing that distinguishes “Proactive Recruiting” is that it not only provides excellent tactical approaches for engaging passive candidates, but thoughtfully addresses the nuance, subtlety, and basic selling philosophies that are key to building long-term candidate rapport and to executing the recruitment process successfully.”
— Bill Joyce, Managing Partner
Technology Support Center, Inc.
“Proactive Recruiting is an A++ book with great tips for both the new and experienced recruiter. This is by far the best recruiting book I’ve found with respect to implementing the consultative selling approach, and should be included on every recruiter’s desk.”
— Gary Yendol, Recruiter
“I finished your book today and wanted to compliment you on a job well done. I really enjoyed the book and picked up some things that will help me in screening prospective candidates for our program. At any rate, your book was very insightful and helpful.”
–John Haynes, Dell, Inc.
“Thank you for putting together such a concise and frank accounting of our industry. It helped my entire team step up their game. Now I use it for our own internal recruiting process. I hand prospective recruiter candidates the book and say, “if you can see yourself doing it this way, then let’s talk.”
—Natalie Buford-Young, CEO
The Rainfield Group
“I really feel that your book will redirect the path our recruiting department has wandered down. This book will make us more successful.”
— Bill Mattern, Principal
Maverick Direct, Inc.
“I just purchased your book and find it to be beyond helpful on the candidate side, and am so appreciative that you “leave no stone unturned” in the candidate recruiting process. It really is a great resource for any recruiter, novice or seasoned. I’ve read lots of books and this one is by far the best. Thank you.”
— Ellen Small, Principal/Search Consultant
Proctor Small Associates, LLC
“Just a note to say thanks! This is the third time I’ve purchased a copy of this book – it is a must read for my recruiters.”
–Charles Wilkinson, CEO
Human Resource Management, Inc.
“Paul – Your book is a very helpful tool, and it has expanded my mind in many ways. I have incorporated a lot of your advice in how I recruit now, especially taking more of a consultative approach with my candidates. I recently made a placement and in this deal I incorporated some of your methods especially your scripts. I recruited this individual using your script and from doing so it made our conversations a lot easier. It made my candidate comfortable working with me and gave me more confidence when speaking with candidates. Its genius I tell you!”
–Chirag Patel, Recruiter
“I have been reading your book religiously and I have to say not only is it beautifully written but it is a fascinating read. I am thoroughly enjoying it, so thank you for taking the time (and I’m sure great effort) to write it.”
—Jacqueline Campbell, Associate Director
Petrofac – United Kingdom