As a recruiter, how can you provide value to every single person you call?
Recruiters spend a lot of time on the phone, and after a while, that phone can feel awfully heavy. Why? Part of it boils down to boredom. I feel that a much bigger and more meaningful reason has to do with being discouraged and not believing that what you’re doing is valuable to yourself and to others.
For example, I recently worked with a client who would put together a recruiting list of roughly 250 people and then sift through the list until he found the 10 best candidates for the search he was performing. He would then call those 10 candidates but ignore the other 240 people on the list.
There are some limiting ideas that drive this mindset. The first and most obvious is the idea of efficiency. My client obviously felt that he only needed to make his calls to the most qualified candidates.
The second idea is that he doesn’t know how to provide value except if the job order he’s working on is not only interesting but also compelling to the candidate he’s going to speak to. While he’s selecting the top 10 and rejecting the other 240, there’s almost an unconscious show of ethics in that he didn’t want to waste their time and he didn’t believe he was providing value to the people who didn’t make it into his top 10.
It’s easy to be discouraged when you don’t feel like you’re providing value.
The answer to this problem begins with something I call “The Goldilocks Principle.” Goldilocks, as you know, is a fairy tale about a little girl that happens upon a bear cabin in the forest and samples three bowls of porridge and three beds until she finds just the right one for a meal and a nap. When Mama Bear, Papa Bear, and Baby Bear return to the cabin, however, she is awakened and then forced to make the beds and make three new bowls of porridge.
The Goldilocks Principle means that in any situation you encounter in life, you can always find something that’s too small, too large, or right in the middle. Metaphorically speaking, something can always be either “too hot,” “too cold,” or “just right.”
Now that we’ve identified the answer to this problem, stay tuned for part two of this series, where I will teach you how to apply The Goldilocks Principle to every recruiting call you make and every marketing call you make.
If you have any questions, please feel free to reach out to me by phone or email. I look forward to helping you in any way I can!