Why are recruiters still ballsing up candidate basics?

Why are recruiters still ballsing up candidate basics?

Recently I spent an hour talking about candidate tactics and mistakes on the Recruiters Hangout, hosted by my good friends at Colleagues Software.

It was a lively debate, described by Louise Triance, one of the organisers, like this;

This month’s google+ hangout was a corker. The subject was “Why are we still ballsing up recruiting basics with candidates?” and I think we had the most Twitter and webinar chatroom activity we’ve ever had. We were joined by Greg Savage, recruiter and author of blog site The Savage Truth. Our host, Alan Whitford, keep the conversation on track whilst Mark Stephens (Founder of the F10 Group) and  Louis Welcomme (Colleague Software) also shared their thoughts.  .

It was a really interesting hour and you can watch the hangout here:

*****************************************************************************************************

Follow Greg Savage on his recruitment travels to the Czech Republic and the UK (and maybe a little RWC action too) on Instagram

****************************************************************************************************

About Greg Savage

Over a career spanning thirty years, Greg Savage has established himself as a global recruitment leader. Greg is a regular keynote speaker at staffing and recruitment conferences around the world.

Connect & Subscribe

Subscribe to this blog and join me on social media. I have a lot to say. Some of it even quite good.

Subscribe (Why wouldn't you?)
Facebook (A great recruiter hangout)
Twitter (40,000+ other people do)
LinkedIn (Find out who I actually am!)
YouTube (A great face for radio)
Instagram (Pics of my recruiting travels)
Pinterest (Pin me down)
Google+ (.. because.. it's... Google?)

, , , , , , , ,

4 Responses to Why are recruiters still ballsing up candidate basics?

  1. Melinda Goodrich October 7, 2015 at 12:13 pm #

    Fantastic video Greg! There is a time & place for technology, but the direct sourcing of top talent and taking our best candidates to the market is the best way to make a huge impact and gain loyalty from clients. Our CEO and training committee has always emphasized the importance of getting back to the basics and picking up the phone to connect with candidates and potential clients. I completely agree with what you said about databases. There’s lots of information that hasn’t been updated. We use what we call Touch Plans to consistently “touch” top blue chip players as well as current and potential new clients. I love this video and plan to watch it again and take notes. I’ve been in recruiting for over 12 years and learn something new every single day. My goal with each call is to walk away with something new, whether it be a new great candidate, a new job order or client, or industry related information. As Recruiters we are match makers and many times like psychologists. Thank you for your posts and I truly enjoy learning from you.

    Take care,
    Melinda Goodrich

    The Jacob Group

  2. Sarah October 30, 2015 at 8:46 am #

    Why? Because there are people involved – and wherever there are humans, there will be some level of ballsing up 😉 But seriously, if recruiters are serious, it is about matching the personality of the applicant to the job too. So the interview process has to be designed to make the applicant comfortable enough to reveal their real personality, as well as honest enough about the position and its parameters, for them to show their real emotion about it… .are they excited? passionate? ambivalent? nervous?

  3. Rob Carpenter November 11, 2015 at 8:10 am #

    Hi Greg,

    Great video. In my opinion after spending many years in recruitment I saw people get in wrong with candidates simply by forgetting that recruitment done well requires a thorough process. Put simply, on a first call aka the ‘headhunt call’ do people have an objective (imo it should be only 2 – a. is the candidate qualified for my niche/job and b. will the candidate talk to me) and then they are filtered through to a second call or an “interview call”. this is the bit many recruiters get really lazy with, and forget to do properly. I remember my first placement – back in the day – was as a result of a 2 hour (!!) telephone interview. The client was impressed that I knew everything about the candidate, and the candidate thought I was nuts to spend so much time with him, but, I clearly stood out.

    What I love about recruitment, is that it will be forevermore a business about doing the ‘basics’ really, really well.

    Rob

  4. A Job Candidate December 17, 2015 at 11:09 am #

    I am not recruited i just found the blog and read an article and watched the above conference call.
    I would say as mature age job candidate there are many reasons why you dont reach pple putting candidates on to black lists for questionable motives e.g they have records you dont approve of e.g bankruptcy or irrelevant misdemeanors & spent criminal convictions right through to things like or you thought the candidate was rude because the Recruiter was having bad hair day yourself its not always the candidates attitude on the phone that is bad.

    So there fore the recruiters puts that candidate on a kind of black listed where they will always send out some auto- response saying unsuccessful on this occasion which in really on every occasion form this point on wards forever.
    There far too much character assassination of candidates going after-all after if your just disengaged recruiter likes those mentioned in the video then you dont even know that candidate your judgements are based on superficiality at best at worst on discrimination.
    I say yes take time to be subjective not so absolutist E.G Black & White judgements of.People are people even person trying to reform their life or previous mistakes!.

Leave a Reply