Hunt for Talent Like a Pro

It's tough these days to find talent, so what do you do? You turn to headhunters and pay on average 30 percent of someone's first year's earnings.

That's a lot of cash going out the door!

Here's what third party recruiters do that you don't. They're always in relationship building mode.

Here's what I mean and why no doesn't always mean no.

My 20-year old son was interviewing for his first co-op job and was rejected from a company that is now his employer. This never would have happened had he not reached out to them and reapplied. When he did, the company immediately contacted him and extended an offer, which he accepted. He later learned he was considered an alternate candidate, meaning he was next in line if another co-op student turned down their offer, which is what happened.

You're probably hearing a lot of "no's" these days when extending job offers to candidates, given how hot the market is for talent. Most of you have accepted this and moved on. This is a huge mistake and one that can be easily rectified.

Keep this in mind:

"No" isn't forever. It's no, for right now.

Let's say you made a job offer about a month ago and the candidate declined. These days, it's easy to reach out to people through LinkedIn's In-mail with a "Hey, how's your new job going?" message. Followed by, "Any chance we can spend a few minutes on the phone?"

Candidates accept positions all the time, only to find that the job they thought they were accepting doesn't even closely resemble the job that was described.

In fact, in a recent Korn Ferry survey, one of the top reasons new hires gave for leaving a company is their role isn’t what they expected and working for the company was different than they thought it would be.

So what does this mean for you?

You've been given a second chance. Take it!

Here's what I want you to do today:

1. Make a list of every candidate whose declined a job offer from you in the last six months.
2. Call, email, or text two of these people a day, and inquire how their new job is going. Tell them you'd welcome another chance to have a conversation with them.
3. Reach out to these people every six months, so that you remain top of mind.

You may be thinking, "Roberta, this is way too easy." And if that's what you're thinking, you're right. However, to be successful at this, you have to have discipline. Do this consistently on a weekly basis and let me know how you fare.

Special Offer:

There's been a huge demand for my upcoming FREE webinar on?The Great "Refusal to Work Lie"?that I've decided to add more seats to this session. Join me on Tuesday, July 20th from 11:00-11:45 AM, EST, where I'll be sharing the top reasons people don't want to work for you?and?what you can do to change this immediately. A recording will be sent to all who ask.

This session is for you if you're finding the hiring environment to be challenging these days. Look forward to having you on the call, where I'll be making some exclusive offers that you're not going to want to miss.

To register, Email me at Roberta@matusonconsulting.com and write?Big Lie?in the subject line.