Welcome To Player Snips
Please watch the getting started video below before you begin using your new superpowers
Identifying Holes in The Recruiting Funnel
Lesson 4 of 5
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Step 1 - Schools within the area
New graduates are great candidates as they are typically looking to build experience within a professional environment. A great tip is to research specific schools within the vicinity of where you recruit, so you can reach out to candidates looking to get their foot in the door!
Step 2 - Hospitality
People coming from the bar & restaurant industry already have so many skills established that are transferable skills. They know how to build rapport, upsell & deal with difficult people. They also understand the value of a commission role as similar to serving - the better you are at what you do, the higher tips you'll earn.
Step 3 - Retail
Similar to hospitality industry, retail experienced candidates also have a lot of transferable skills to bring to a sales role. Depending on the type of retail store, they may of had some experience working with commissions. When handpicking candidates in retail, think of using store names that have the type of employees that could fit well within our sales teams.
Step 4 - Sports
People from athletic backgrounds typically have a lot of transferable skills when it comes to sales. They are naturally competitive, know how to motivate themselves and others, and can work well within a team setting.
Step 5 - Labour & Trade
It might not have been your first guess, but people from the labor industry can do extremely well working in an OSP office. Usually, they are looking to switch industries due to the burden that the labor industry has put on their bodies. If they have strong communication skills, they can be a great fit as they are already used to working outdoors, they got a great work ethic, and can be a blank slate for sales training.
Summary
Every OSP has their ideal candidates that they find success working with. Using a variety of keywords when sourcing will allow you to cast a bigger net of candidates to recruit from, and in return helping offices grow!
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These example's are TOF examples, in a larger market. What are the problem areas?
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Under Employed Example
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This is your chance to break the ice and create a great first impression with a candidate. Your introduction will set the tone for the rest of the phone call. Julie was able to effectively use SEE Factor here and made Mansi feel more comfortable discussing the role.
In the short story, Julie was able to clarify who she was, where she was calling from, and why they were chatting. She also got the chance to qualify Mansi's resume and identify her hot spots so she could utilize them later if Mansi did give her any objections.
Julie clearly explained what the role would entail without going too deep into detail that could overwhelm Mansi. As a recruiter, you want to have the candidate be able to picture what their day could look like when speaking with you over the phone.
Once Mansi gave the "buying sign" yes - Julie assumes the sale and takes full control of the conversation. She doesn't use suggestive words like would you, or if you'd like, instead she directly tells the candidate the next step and books them in for a time to speak with a manager.
Once Mansi is booked in for her interview with a manager, Julie uses their social media presence to continue to build impulse with the candidate. Putting links to Instagram, Tik Tok, Website etc. will guide candidates to review content that we've curated online. Having a strong social media platform will help you keep recruiting candidates once you get off the phone with them
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Now that we've gone through some of the TOF holes, let's go further down the funnel and go through some BOF holes and what to fix again, in a large market. Remember - BOF is a combination of responsibility from the OSP, Recruiter, and Sales rep.
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Being able to relate to a candidate shows you are empathic and are able to understand thair perspective. This helps to disarm them from feeling like a number to a recruiter
Repeating the candidate's concern lets them know you were actively listening and heard their concern.
Once we're reassured and concern of a candidate, go right back into where you left off in your pitch.
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What do you feel are the areas needing improvement in the funnel?
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What do you feel are the areas needing improvement in the funnel?
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What do you feel are the areas needing improvement in the funnel?
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What do you feel are the areas needing improvement in the funnel?
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The total number of resumes received is very low for a large market. An area of focus would be to look at the ads and make some edits.
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Another problem area is the Handpicked Dials to DM's. This recruiter may have 2 issues. They could not be doing their call loops as effectively as possible, or they might not have contacted candidates within a 48-72 hr period after applying. This means these candidates may have "expired".
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The number of Handpicked DM's to booked is less than 50% which could indicate this recruiter is NOT confident closing candidates.
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The quality of candidates coming through the door also isn't the best, we're only inviting 64% of them to Vibe Checks. We need to bump this number up by 10% to make sure we're maximizing the interviewer's time and bringing in the right quality candidates.
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The first area of improvement is prelims invited back for a 2nd, our quality in this funnel is 50%, which means we are bringing in the wrong type of candidates.
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The other problem area is the offered to start and accepted offers. Our team was only able to close 50% of the candidates that came through for that 2nd interview/vibe check. In this instance, the reps would need to get some coaching on vibe checks.
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These numbers for TOF are quite low. In a large market like Toronto, having only 6 candidates booked per day won't help us grow quickly. In this instance, we need to pump up the TOF numbers to get more quantity & quality.
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The secondary focus would be looking at the gap between 13 interviews showed, and 8 offered to start. This could indicate that we are bringing in lower quality candidates for vibe checks