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  Today I received an email asking me to buy someone’s services. They went to the trouble of personalizing their email pitch by using my name – it was even spelled correctly. All great until I go to the second sentence where they referenced my company, “XXX Bank”. Um, no, I do not work there and I don’t work in anything related to banking. So just like that, they lost all credibility before I even gave them a chance. No clue what their offer was because I automatically tuned out.

Hold up cowboy. Just because someone is talking to you does not mean they want a job at your company. So — you have intrigued a passive candidate enough to open them up to a conversation. Great work! Now proceed carefully. I recommend you don’t take that as an offer to start grilling them with questions and coding tests just yet. Instead, look at it as the first step in relationship building. Strategic recruiting takes patience. Who has time for that, right? Good, solid and well-respected recruiters – that’s who! Be a People Reader – Take notice of the candidate’s communication style. Whether over the phone or in person, pay attention to the cues you are receiving and communicate accordingly. If the person is a fast talker, stay on point in the conversation. If they are more casual and seem to prefer a bit of an ice breaker, perhaps you can share something non-work related with them. It can be as simple as mentioning something you did over the weekend, referencing an upcoming event like a wedding, or even a quick comment on the weather!

A few years ago an article was released indicating that nearly 50% of all hiring managers who use contingent labor only knew of one or two staffing agencies. This data was met with skepticism followed by the questions of how could 

This statement is often made just as an offer is being extended. We tell the candidate we have gone through hours of due diligence with assessments, interviews, dozens of questions, handshakes, and follow up calls….. We’ve made serious considerations for the impact you can have on our team – the insight you will bring, the new ideas and push toward continued excellence….

  You have gone through the interviewing process and feel great about your decision on who you want to hire! So, you roll out the offer, they accept and you move on to your next challenge. Hey! Not so fast! In a perfect world, everyone accepts your offer, but unfortunately that’s not realistic.

“If It Ain’t Broke, Don’t Fix It”…. We’ve all heard the expression and most likely have used it ourselves. Are you employing this philosophy when it comes to your company’s Employee Referral Program? Look at it another way: When you buy a new car, what are the important things you look for? Good gas mileage? Cost? Resale value? Safety features? Once you identify that “Perfect Car”, you make your purchase. Over time, the car still runs well, but wear and tear starts to kick in. Maybe it’s not as efficient on gas as it once ones because it has a leak. Or possibly your tires are worn and you can’t drive as safely in snow and ice. Do you not get your oil changed as frequently because the car is older and not worth the time for maintenance? Yes, it runs fine and gets the job done, but how do you feel about it? Envision getting new tires, a tune-up and having the car detailed. Get behind the wheel now and it may feel like a whole different ride!

Have you ever had THE perfect candidate lined up for your most pressing open role and then “out of the blue” they withdraw just as you’re getting ready to make an offer?

Looking for some daily inspiration? We’ve got 10 career quotes to keep you driven and focused when the goings gets tough.

Coaches know their players, and managers should know their employees. Whether you are a part of a large company or a startup, you know that leading a successful team creates a great environment, happy workers, and best of all–amazing results. So, if you’ve gathered the best teammates that you can find, be sure to maximize to its potential!