David Szary
on Apr. 30, 2008
My peers extended three offers last week. In all three situations, the offers (on paper) provided better career opportunity and increased “compensation” (ok – a couple were modest increases but none the less… an increase).
Observing their discussions, it is/was interesting how a candidate’s mindset evolves during the recruitment process.
David Szary
on Apr. 14, 2008
I have had the honor to work with a woman named Doris, who is 70+ year’s young (she’s not counting anymore)! Doris continues to work full time, “sourcing” 6+ hours a day. Now when I say sourcing, I don’t mean what most people define as “sourcing” today (scouring websites, advanced internet sourcing, emailing candidates, etc.). I mean actually picking up the phone and calling a person about a new job opportunity.
As we all know, there are two parts to sourcing:
–Â Name/prospect generation – identifying a qualified person with a certain set of skills
– Candidate Development – Making contact, developing a rapport, and soliciting interest.
Most discussions (and hype) I have seen lately on the topic of sourcing have been around the name/prospect generation. And rightfully so! If you don’t have a prospect, you can’t turn them into a candidate. Guys like Shally Steckerl are innovating how we all identify new prospects and driving us into the new age of “sourcing.”
But a prospect is just that; a prospect. A candidate is someone that is qualified and INTERESTED in an opportunity. Prospects are turned into candidates during the Candidate Development Process!
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