The important thing to a profitable candidate speccing course of is to just accept that it’s not nearly putting a candidate in a job however about constructing robust, lasting relationships alongside the way in which too.
Use this failproof candidate speccing course of to nurture your good fame with shoppers and candidates and stand out towards the KPI-driven recruiters that do all of it fallacious.
Step 1: Recruiter interview
A superb candidate speccing course of all the time begins with a radical dialog between you and the candidate.
This won’t really feel like an interview to them at this stage, however it’s one of many largest assessments they’ll face to find a brand new job: You’re utilizing this dialog to search out out in the event that they’re the distinctive, grade ‘A’ candidate you may confidently take to market.
When conducting the interview, you must all the time be seeking to determine the primary prime qualities that the candidate might carry to their subsequent function and dig for 3 or 4 notable achievements that can enable you confidently promote them to shoppers.
For instance, “The candidate took on a challenge that was valued at £1.5 million, and after they took it on it was operating 4 weeks behind with solely 4 weeks left until the scheduled completion. They had been capable of full the challenge on time and inside finances, permitting the corporate to safe one other £5 million value of additional tasks”.
That is the type of strong instance with proof that shoppers need to hear about.
Step 2: Construct your hitlist
The next step is to start out constructing an agreed-on shopper record of corporations that the candidate desires to work for and locations the place you imagine their distinctive ability set could be put to good use.
Using your CRM, construct a listing of corporations you’ve agreed to focus on. Don’t embrace any corporations on this record that your candidate hasn’t explicitly agreed to. Shoehorning candidates into roles they don’t need doesn’t work for anybody and that is the type of observe that offers recruitment a foul title.
Your record can be made up of two various kinds of corporations:
- Shoppers you already work with – you already perceive how these corporations work, what their challenges are and the way this candidate might slot in and produce worth.
- Prospects you haven’t labored with but – who you’ve recognized as being robust matches for this candidate however might want to spend time researching to determine hiring challenges and start warming them up earlier than you name.
With the above choices in thoughts, you’ll clearly make your life so much simpler in case you give attention to shoppers you already work with first.
It all the time blows my thoughts that a variety of recruiters will bounce straight to prospecting with hiring managers who don’t know them earlier than attempting their present community first!
Learn: 4 CRM tips that can enhance your recruitment gross sales
Step 3: Ship your spec emails
An enticing, absolutely personalised spec e mail is the important thing to opening the door for this candidate, so by no means skimp on this half.
Generic recruitment emails that concentrate on you and your company fairly than the candidate and the shopper’s wants are the thorn within the foot of most candidate speccing processes.
Your speccing e mail ought to introduce the candidate via benefit-led bullet factors. Clearly and concisely display what the candidate would carry to the shopper’s firm based mostly on the analysis you’ve accomplished.
Should you’re contacting an present shopper, lead with urgency. A little bit little bit of FOMO (worry of lacking out) can actually work in your favour at this stage!
In your prospecting record, give attention to what you recognize concerning the firm and the way this candidate instantly suits their hiring wants. This gives you credibility because it’ll be clear you’ve accomplished your homework and are usually not simply attempting to push a candidate into any outdated function.
End each e mail by telling the shopper what they will anticipate from you subsequent. For instance “I’ll offer you a name tomorrow morning to see if you would like to talk with my candidate ”.
Quite a lot of recruiters finish their speccing emails with calls to motion like “Are you free at 3pm to debate?” however all this does is sluggish the method down. Should you don’t get a reply however you name them anyway, this may come throughout as a aggressive.
Simply allow them to know what they will anticipate and transfer onto the following step within the course of…
Step 4: Comply with up on each e mail
Comply with-up calls are an important a part of the speccing course of that a variety of recruiters don’t trouble with in the event that they don’t get a reply from an e mail ship.
That is all the time going to be a heat recruitment name as you’ve let the shopper know that you just’re planning to telephone them and also you both have already got an present relationship otherwise you’ve spent a while warming them up previous to sending your spec e mail.
Maintain the decision concise and inform them precisely why you’re phoning. Promote within the candidate utilizing your key promoting factors you bought from step 1 that you just said within the e mail and push for an interview or assembly.
By choosing up the telephone to comply with up in your e mail, you’ll stand out from a variety of different recruiters who simply spray and pray with their generic candidates speccing emails – which shoppers hate.
Whether or not the shopper bites or passes this time spherical, you’ll be displaying you genuinely imagine your candidate is an efficient match for them which builds your credibility as a market skilled and will result in future enterprise.
Which takes me to the final step within the course of…
Step 5: Create your subsequent alternative
For each telephone name that ends in a rejection, ensure you take the time to flip this into a chance.
Even when the shopper says ‘no’, ensure you’re nonetheless utilizing this dialog to search out out a bit extra concerning the firm to replace your CRM with: What roles do they discover laborious to fill? What sort of candidates have been profitable on the firm up to now? What are their plans for future development and hiring?
This will reveal some nice new alternatives the place you or your colleagues in different niches might add worth. And if that doesn’t work, no less than you’ll be making a heat shopper lead for when the following nice candidate comes alongside.
The eBook beneath has the whole lot it’s essential to know to have constructive conversations with prospects every single day .