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Cold Call Recruiting
Recruiting & Staffing
Cold Call Recruiting
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
Does anyone know of a good training seminar, or literature that I can use to train my recruiting team to be more active in cold calling into companies to recruit talent?
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Forums » Topic Forums » Recruiting & Staffing » Cold Call Recruiting
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Cold Call Recruiting
posted at 12/30/2004 12:30 AM EST
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Posts: 2
First: 12/30/2004 Last: 12/30/2004 |
[quote]
On 2004-12-30 05:29, katie7949 wrote: If you need to recruit hourly, entry level to mid-management workers on a local or national level check out http://www.EmploymentGuide.com and or http://www.HealthCareerWeb.com [/quote] |
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Cold Call Recruiting
posted at 12/30/2004 2:12 AM EST
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Posts: 3
First: 12/21/2004 Last: 12/30/2004 |
Calling in to companies is not really needed. Most employees are passive job seekers and have their resume on one of the job boards. Also use one of your favorite search engines to locates resumes. May not be current but gives you a start. |
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Cold Call Recruiting
posted at 12/30/2004 4:24 AM EST
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Posts: 2
First: 12/30/2004 Last: 12/30/2004 |
If you are serious about learning to do ethical cold-call sourcing - that is, not 'ruse calls', check out the recruiter training available from the Morgan consulting group.
Their website URL is www.morgancg.com The recruiter training CD's and videos available at the website cover this pretty well. If you can afford it, attend one of the training events Peter Leffkowitz puts on at his ranch and at venues across the US. |
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Cold Call Recruiting
posted at 1/1/2005 11:09 AM EST
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Posts: 2
First: 12/26/2004 Last: 1/1/2005 |
I'm an internal Corp. Recruiter. I don't believe in the concept of cold-calling. Headhunters do it, I don't. I don't allow my team of recruiters to do it either. Is it illegal? No. Is it unethical? To me, it's shady business practice. |
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Cold Call Recruiting
posted at 1/3/2005 1:25 AM EST
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Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
Your company's competitors can also ruin your company's reputation if they catch you cold calling their employees. One of my company's competitors was caught cold calling our employees a few years ago and our company really skewered them (the competitor) in the media. And they still haven't really recovered from that - just last week I was reading a business article about several companies and the competitor was mentioned as a company with "a reputation for shady recruiting practices." |
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Cold Call Recruiting
posted at 1/4/2005 7:27 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Just so we're clear here, what's your definition of cold calling? I think it can take a number of forms and just want to make sure I understand your concept of it.
To me, cold calling most frequently takes the form of having a name of a person in a position like the one I'm trying to fill and calling that person. I can get the name from most any source including public info. If that's your definition of cold calling, I seen nothing wrong with it. |
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Cold Call Recruiting
posted at 1/9/2005 11:46 AM EST
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Posts: 2
First: 1/9/2005 Last: 1/19/2005 |
Take a look at http://www.airsdirectory.com. The have many recruiting based seminars, both online and in person. I am not sure what the cost would be, but if your company supports a recruiting department with solid training it would be worth the money.
I recently completed the "Fearless Cold Calling" seminar. I agree that cold calling does feel a little uncomfortable if you are truly going after the person you are calling. However, my approach is one of networking. I have always believed that the bulk of recruiting is all in the networking anyway. If the person I call is interested they will let you know early on. The truth of the matter is if someone is happy where they are you will not be able to lure them away, but they may have a friend or colleague that is ready for a move. "Good people know good people." |
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Cold Call Recruiting
posted at 8/14/2008 5:47 AM EDT
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Posts: 2
First: 6/13/2008 Last: 8/14/2008 |
A lot of interesting information and opinions in this thread. As a Certified Personnel Consultant and SPHR, let me add a couple of thoughts.
1. Raiding, which is one company (not a recruiting/staffing/consulting firm) calling into another to recruit employees borders on unethical, because each company should have a reasonalbe belief of "quiet-enjoymnent" similar to the real estate concept. Many competitive firms sign non-disturbance agreements just for the purpose of avoiding being raided. However, we all know folks who work at competitors and friends will talk, so employee exchange does happen. We're all familiar with you "you can't get a job w/o experience and you can't get experience w/o a job". Well this is true of industry experience as well as basic experience. This casual form of "recruiting" occurs everyday and generally (unless driven by mgmt.) does not rise to the level of "rusing" or being unethical. 2. Headhunters or recruiters, from the contingent level (placing people for a fee upon hiring, including temporary staffing) to the retained level (receiving a fee in advance to recruit) has existed in this country and around the world, in its present form, for nearly 100 years. Both of these types of recruiters call into organizations looking for talented people who are interested in furthering their careers. (Retained firms work with people and jobs earning/paying in excess of $150K i.e. Senior Management.) Frequently employees have placed their resumes on job boards such as Monster or CareerBuilder, but just as often, not. Rusing, calling to get names for magazine subscriptions, claiming to have ducklings at Easter (this is a true story) that will die if they don't get to the right person; lying in any form is entirely unethical and unnecessary and no respectable recruiter should or would ever sink to these lows. 3. There are legitimate ways of locating names and speaking to people who may or may not be interested in making a move. Some reasons are poor management, unfriendly management, comapny downsizing, no possibility for advancement etc. In an "at-will" world, anyone can move at anytime. We don't support indentured servitude (wage slavery) any longer. One thing that is invarialby true is this: people will change jobs, recruiters will find them and facilitate the process and no one has ever, anywhere walked into a company, thrown a bag over an employee's head and dragged them to a new opportunity. It's ALWAYS voluntary. 4. Good recruiters are successful because they are ethical, whether the work corporately or in some type of staffing firm. Unethical recruiters will ALWAYS fail (sooner or later and sooner is better) because NO ONE WILL TRUST THEM. Finally, remember this: everyone changes jobs; recruiters help them...this includes those of you who think recruiting is "bad" w/o understanding how it works and the value a good recruiter adds to both the client and the candidate. |
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Cold Call Recruiting
posted at 8/14/2008 6:08 AM EDT
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Posts: 1
First: 8/14/2008 Last: 8/14/2008 |
Excellent comments km. Cold calling is a very effective tool when done ethically and honestly. As a retained recruiter much of my work has been cold calling. In all cases it is imperative to identify who you are, the firm you are with and that you are calling to determine their level of interest or to network with them. There is no gray area when done in this manner.
I found a few of the earlier posts that viewed "cold-calling" as "dirty" and "unethical" but these same people hire recruiters and headhunters to do it. Appears to be a bit hypocritical to me. |
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