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Zen and the Art of Consultative Recruiting

Zen and the Art  of Consultative Recruiting By: Mike Goldman Applying Zen to strategy and tactics is simplifying the complex….much the same that Sun Tzu did with military success in his “The Art of War”. In his new seminar, “Zen and the Art of Consultative Recruiting”, Michael Goldman identifies the recruiter as a true warrior. He breaks down the emotional and makes it logical, breaks down the disorderly and makes it orderly breaks down the static and makes it fluid. Today’s Webinar focuses on one specific subject within his presentation, a topic that we deal with every day—“Following The Lifeline of The Objection”. By removing the power of emotions that surround objections and identifying specific tactics as weapons, the recruiter will meet “fear as the enemy” and overwhelmingly defeat it. No objection is untreatable. There is always some victory to achieve. Michael will help you understand objections, what motivates them, how to respond to them, and turn them into successes. Bring your objections with you, there will be time to role-play with your challenges. Member Price: Webcast On-Demand: $34.99 (FREE for Premium Members)

To Respond or Not To Respond?

Hi Danny, We have had quite a bit of success sending email blasts out to revive old candidates in our database for current JO's. In your experience, what do you find is the best way to deal with the 90% or so of the replies that you can't do anything with for this specific search? You definitely don't want to upset them because they may fit something down the road...but often times it is difficult to reply to each one of them directly. My Response: Reaching out to longstanding contacts is an excellent idea, and email blasts the most efficient means. (And similarly, calling or emailing your old placements, just a hello not an overt recruiting attempt, assuming they are still there, is a great way to find not only candidates to submit, but EXCELLENT, PROVEN candidates who have already been vetted. See canceled check!!) The answer to your question will not please you. The fact that you ask shows a sensitivity to feelings your candidates, for the most part, no longer have. Years ago, 5% of our email blasts would unsubscribe or call me and tell me to cease and desist. Now it never happens. As in zero. Years ago some candidates might be upset if you don’t [...]

No Compensation Number Given

Hi Danny, I have a candidate being asked back for a high level partner job at a big law firm Thursday. After extensive interviews, he was passed over six weeks ago, but the guy they offered the job to just finally turned it down. Now they want to talk to my guy again. He very much wants the job. It's a much better firm than the one he's at. They asked for extensive confidential information about his client list and portable business. He gave it to them. They also asked him what his compensation is. This he does not want to give them. At least not today and probably not tomorrow. I'm afraid that if he doesn't tell them how much he's making, they will say screw this guy, he's uncooperative, wouldn't make a good partner, we'll go to Candidate #3. He thinks it's a test of his negotiating skills. What do I do? Thanks! My Response: I would be the first to admit that there are times in the process when a company is testing your negotiating skills. Especially when considering someone for partnership. THIS ISN’T ONE OF THEM…You are making a fatal error in judgment that in all likelihood will cause them to withdraw. In my business, [...]

Hurry Up and Wait…Why Clients Take Too Long to Make Offers

It's not your imagination. Clients are taking longer to make offers to your candidates. Most AccordingtoDanny members tell us their "Time to Fill" ratio has ballooned, some by as many as 50%. When Jon Stewart says, "Wait for it...", something funny is about to happen. When your clients say it, something sad is about to happen, your candidate is going to take another job. The good news is there is no "cause and effect" at play here, no "new corporate culture" or overarching HR directive that is creating this problem. This is self-induced, this is "cause and defect". First I will tackle the problem at its core. You are taking job orders with the wrong emphasis on the wrong qualifying questions. It's my belief that all delays in the process are evident in the very beginning if ONLY you asked clear questions and accepted the answers. If you're hell bent on working the job regardless of what info you glean, no one can help you. But then we get into some underlying issues not as clear. Urgency is not pressure, and Danny will help you establish "pressure." All clients say they have urgency, less than half feel pressure. Then we move on to Danny's List of "Tricks and Tales": the [...]