How Recruiters Hunt Qualified Candidates!

Job candidates surmise recruiters spend the majority of their time on the Internet scouring resumes and social networking profiles in order to find candidates. However, good recruiters “hunt” their most qualified candidates. These qualified candidates are not generally concerned with their online web presence by building their brand, claiming their name with a domain and perfecting their profiles for Internet social networks as advocated by employment experts. Recruiters carefully craft their marketing plan to “hunt” for best candidates through referrals.

PeopleHirePeople was asked to fill two positions outside their area of specialization. The requests meant both an industry and position change to which PeopleHirePeople had absolutely no personal connections. Solution: PeopleHirePeople researched and phoned focused industry contacts for qualified referrals.

The first position was for an assistant financial controller. There were three key requirements for the position: experience in accounting for the construction industry, working knowledge of Costpoint software and federal contracting familiarity.

PeopleHirePeople started the “hunt” with the software requirement. Research on the Internet revealed the company that developed and sold Costpoint software. PeopleHirePeople contacted that company’s headquarters and asked to speak to the salesperson for the geographical area where the position to fill was located. In a phone conversation with the area salesperson,

PeopleHirePeople asked two key questions. First: Which companies in the area have you sold the Costpoint product? Second: Which of those companies’ business was related to the construction industry?

The list of companies allowed PeopleHirePeople to call into the accounts payable departments and ask for referrals for candidates who might possess all three of the qualifications. In a candidate rich market most professionals know other unemployed professionals or those looking for new opportunities. The salesperson even recommended one individual and supplied that individual’s contact information.

Next on the “hunt” marketing plan, PeopleHirePeople contacted local area financial organizations and phoned a couple of board members asking them to post the position or their membership. Thus a focused “hunt” conducted by PeopleHirePeople to fill the position produced candidates with the exact qualifications.

In a second “hunt”, PeopleHirePeople was asked to fill a Division Project Administrator of Construction position for Fort Drum in upstate New York. Once again PeopleHirePeople did not know the geographical area nor had familiarity with the type of position and industry.

The first item on the agenda was to get familiar with the exact location of Fort Drum. The Internet research disclosed it was near the town of Watertown. Key words in a search engineer varying the sequence and words such as Watertown, contractors, builders, association, commercial etc. produced one result: Northern NY Builders Exchange Inc. On the website for this association, PeopleHirePeople selected the Vice President of this association because his address was in Watertown.

A phone call to the vice president reaped vital information about the town, the local commercial construction industry and the Fort. PeopleHirePeople asked for his assistance with the position. Within one hour a job candidate phoned PeopleHirePeople stating he had been directly referred by the vice president of the Northern NY Builders Exchange Inc. In fact the vice president had called the candidate immediately about the opening because he knew the candidate had just completed a project at the Fort for another company.

The candidate met the qualifications and was sent immediately to the hiring company. This second focused “hunt” produced a qualified candidate not from any Internet job boards’ resume databases or Internet social networks. PeopleHirePeople recommends job candidates employ the focused “hunt” techniques demonstrated. Reengineer the process used by recruiters and companies hiring will be found. A job candidate’s Internet presence is not nearly as important as casting his or hers personal referral network. Candidates who concentrate their job “hunt” efforts on personal connections find employment faster. It is a concentrated “hunt” of quality connections that produces results not an Internet numbers game or a great Web presence. Research and create “Who to Contact” and “What to Ask” lists. Personal connections empower job candidates to discover unadvertised employment opportunities firsthand.


Guest Expert:

Kathleen Conners specializes in people connections for job search. She developed PeopleHirePeople “where to hunt”, “who to contact” & “what to ask” strategies. Kathleen is a full time recruiter and a guest lecturer to MBA programs at major universities. Her book, The Thrill of the Hunt: Get Real in Your Job Search can be directly purchased from www.authorhouse.com. Additional information and articles: www.peoplehirepeople.com and blog: http://www.peoplehirepeople.com/PHPBlog/ Copyright 5/09

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