• http://www.thesearchologist.com/ Katrina Collier

    Thanks for the #BeHuman mention, Angie x

    • Angie Verros Angelopoulos

      Of course!

  • http://www.booleanblackbelt.com/ Glen Cathey
    • Angie Verros Angelopoulos

      Love this!

  • Don Park

    As someone who has been on all sides of this equation (believe me, there are more than two if that gives you any indication about how much I know about this space), I definitely say share this article — as an example of what NOT to do when courting candidates:

    1. While yes candidates appreciate personalized messages, that means that they are relevant to them from a professional perspective, not creeping into their social media feeds and looking for ways to make them look endearing. That’s called CYBERSTALKING and very disturbing. As a candidate, you wouldn’t want me to look you up online and see what you do in your free time and asking you to place me somewhere so don’t do it to me!!!!

    2. No matter who pays you, your job as a talent acquisition professional first and foremost is to connect candidates to clients. It’s NOT to be entertaining, funny, cute or endearing. The only thing that’s more annoying than a recruiter who is clearly trying to pander to my better side is one who cyberstalks me (see #1) or one that claims that s/he read your LinkedIn profile soliciting you about a job that has absolutely nothing to do with your background whatsoever.

    3. While yes, you should definitely “keep it real”, you shouldn’t be simply be blindly listening to the hiring manager and his need to only hire from the top X schools or his Y biggest competitors. You as a talent professional should be striving to make it a great experience for the candidate as well so when the day comes when s/he needs a recruiter, s/he remembers you as the true talent acquisition professional, not some putz who asked the candidate to coffee in a poor attempt to prove s/he wasn’t some semi-anonymous voice behind a phone.

    Part of this means that you need to be accessible and to (gasp) follow through on your commitments. If you are going to place a candidate, you better be available to answer her/his calls – don’t hide behind autoresponders or form letter replies and expect us to pat you on the back for sending a template email rejection because it wasn’t sent by a computer! It still is cold and impersonal and quite unprofessional to boot!

    Beyond that, if a candidate does not end up getting the job this should not tell you that this candidate is unhireable. If a candidate reaches out to you on LinkedIn, accept it graciously with an open heart and network. There’s nothing more repulsive than a recruiter that thinks that they are geniuses and that no one is worthy of their help.

    Pity there are so many bad recruiters out there — please don’t give them more bad advice okay?

  • Don Park

    I was truly hoping that a someone in talent acquisition would provide the right answer this question since it’s becoming more obvious each day that most don’t know the answer. Sadly, this answer shows me that even the ‘thought leaders’ are totally out of touch with reality.

    Here’s the deal:

    1. Yes – definitely personalize your message – I definitely like it when someone actually calls me by first name in message and I like it when someone actually takes more than the typical 30 second ‘scan’ that supposedly most recruiters / sourcers do and find something relevant to the position you are looking to fill and my background. However, please PLEASE don’t go to my Facebook page and then try use that as a hook to get me talk to you. While I realize social media has somehow made many of us open to sharing more about our lives online, it doesn’t mean you should CYBERSTALK me. If I played guitar and had a picture somewhere and someone contacted me saying “Oh you should join my company – we are looking for guitar players to join our band” I’d first call your boss and get you fired and then I’d call the cops for you being such a creep.

    2 – Do NOT try to be entertaining. I guess as recruiters you think that you are smarter than the average candidate so your rules don’t apply, but they apply to you even moreso. This means don’t try to be funny, don’t try to be cute and definitely be prepared when you have an actual live opportunity that matches what I am looking for. There’s nothing more annoying than being contacted by a recruiter only to say that they don’t really know much about a job, but they want to connect on LinkedIn, they think it’s X title, but it might be Y, and the pay is between $1 and $250,000 a year, but we don’t know if they have funding. If you expect us to be professional — you be too!

    3 – Yes you should keep it real – but your suggestion is wrong. As the recruiter by accepting that candidate, that means that you owe it to that person to help them as best you can even if you have other candidates you are working with. Recently saw an update on LI where a recruiter said that he didn’t want to game the system by sharing too much information. I wanted to call him out there on the spot — your job as the recruiter IS to help the candidate get that job because (in case you don’t remember) if you don’t place someone you usually don’t get paid. Even if you are a retained recruiter, you won’t get another placement from that company if you don’t deliver. So… DELIVER!

  • Nixie

    How about posting the rate range?

  • Alejandro Fernandez

    Hey! It was an excellent article. It is something that maby we already know but it is always good to have a reminder ! Thank you very much! #BeHuman