CONVERSATIONAL RECRUITING

Original:2004/08/04 -
Source: Thomas Brown - Human Dimensions of Michigan


Conversation is the real secret to recruiting.

The magic of good recruiting networking is the art of conversation. As a tool, conversation – something we all have many years of experience with – can be honed and mastered. Ask yourself this obvious question: Right now, is conversation your strongest recruiting tool? How do you speak to others? Are your conversations and interactions professional and attractive? Think about your own interactions each day. Perhaps increasing your conversation’s professional and focused approach will attract others’ interest. Statistically, as adults, each of us has 100-150 conversations each day; if used properly, we can have many moments of strong recruiting in those 24 hours.

During conversation, most people are at ease; when at ease, they are less likely to respond with coolness and “close you down.” Herein stands your opportunity to truly connect with others.

CRITICAL SKILLS Your powerful words and connection in your relationships can prove to be a magnet to candidates. There are “critical skills” in conversation – ways to ask questions that come across as caring conversations, as opposed to a recruiting session. If there was one question “out there” with a powerful ability to connect to others and enter them into a conversation, wouldn’t you want to know about it? Well, there is such a question.

YOUR MOST VALUABLE CONVERSATIONAL QUESTION I’d like to share with you the one question that I have personally used that seems to really strike a chord with people – and gets them to think deeply. The question itself is so gentle that it usually gets a positive response. Use this question, and you will rarely get anything but continued conversation and interest. Let’s place this one important question in a typical conversation. Are you ready? Here it is:

"Jenny.... let me ask you a personal question: I'm just curious. What is the biggest concern you have in your position right now in relation to your future?” Jenny’s answer may be security, time, education for kids, retirement, and so on. Whatever her answer, my response is,

"That’s really important to you isn't it?" And then I go on. "Let me ask another question: If I could help you address that concern with a company and a position that I have know of, would you take a serious look at it and see if it would be something that might be right for you?"

The usual answer is "Sure" – Who wouldn’t take me up on this kind of a request?
At that point, it’s easy to walk forward with Jenny into a conversation about the company and the potential position she could fill. This valuable conversation question is proven and does work.Put it to the test. Be aware of your conversations with others. Try the "Conversation Recruiting Strategy” today. You’ll be wonderfully surprised at the results.


Thomas M. Brown - Human Dimensions of Michigan

Top Ten For Employment Success

Source: Thomas Brown - Human Dimensions of Michigan
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We are in a new millennium and we need to redefine our concept of what determines acceptable work. Leading employers will not accept instances of mediocrity, average output and a small amount of commitment. Highly successful, continually evolving businesses require top performance from every individual.

As a Human Resource Professional for over 14 years I have studied the elements of success for the employment candidate. Why do some people receive job offers more often than others? What is it that they do different than the people who move on to the next job listing in the newspaper or the on-line ad? In my examination of the "Employees of the Future", I have documented the following "Top Ten" qualities to be the most in demand and the most rewarded with long term employment opportunities. Review, reach beyond and display these qualities, and the employers of your future will be knocking down your door.

1. Attentive/Proactive. Provide recommendations and services in anticipation of customer’s needs. Remember, those in which you serve, internally and externally, define customer.

2. Consultative. Give suggestions and alternative solutions. Stephen Covey’s advice of "seek a win-win conclusion" is needed in the workplace today more than ever.

3. Motivational. Inspire action through your attitudes and efforts. Leadership by example is highly desired and rare talent.

4. Accountable. Take responsibility for your actions. Establishing values and goals are great, but people who have also developed systems for tracking them are the employees of choice. We need to create value-driven personal and work lives.

5. Receptive. Open to change and diversity. A great philosopher once said, "everything must change". Employee’s of the future adapt to transitioning workplaces.

6. Resourceful. Use innovation and creativity to achieve goals. Author and Entrepreneur Professor Joline Godfrey says simply, "…people who solve problems get the most opportunities."

7. Unified/Cohesive. Support co-workers. You must embrace successes and make yourself accessible to others during times of need. The ability to work in teams is often sighted as one of the most valuable qualifications in the workplace.

8. Responsive. Actions are timely and consistent with the urgency and importance of the request. The reason most often sited for promotion within a company is a sense of urgency.

9. Flexible. Recognize the need for rules and guidelines, and realize that not every rule or guideline can anticipate every need. John Patrick, Chief Internet Technology Officer and creator of IBM’s ThinkPad® said it best; "You can achieve amazing things and have highly motivated, incredibly loyal people if they think management is willing to ignore the rules to get things done.

10. Informative. Provide knowledge and information that company leaders need to make sound decisions. Intra and Inter net’s are providing real time access and delivery of knowledge and information. Last one to the boss’ desk is a rotten egg!