Channels of influence – Do you know yours?

Posted by: Katie Duffy

I recently watched the Presidential debate and despite many opinions around politics and who won the debate, I found the debate enlightening in a different way.  What I enjoyed most is the candidate’s ability to influence our decision, how they sold their platform.  And that made me realize the powerful influence Recruiters have in our industry.  But are these channels becoming static?

Recruiters today are a powerhouse, the gatekeeper if you will, for companies to succeed with acquiring talent.  They control more than ever, from the title of the job posting that will best attract candidates, to the sourcing strategy, to the interview questions, and offer process.  They are immensely valuable to every business as they control the decision around the “producer” – who’s going to sit in that seat.  There is no greater value for a business in this critical decision.

But many Recruiters today don’t realize how to capitalize on their channels of influence.  Influence or persuasion is particularly important during the recruitment process and relies heavily on the Recruiter.  The two main audiences we need to persuade is the Hiring Manager and the Candidate and it must occur throughout the entire recruitment workflow.  Recruiters today must rely on more than their expertise to sell.

Here are a couple of thoughts to ensure you are relying on your channels of influence to drive the outcome of the recruitment decision.

1. What is the communication culture of your organization and are you speaking the language to influence Hiring Managers.  Be sure you are strategically framing the requisition and the candidate profile against the key language of the organization.

2.  Ensure you are transforming from a process expert to a trusted, Talent Advisor.  It is your time to shine and drive the bus.   You know the market, you got this!

3.  What will lure the candidate?  Be sure you know those “motivators” from the very first conversation.  Capitalize on selling the company brand to match the candidate’s desire.  Is it technology, is it the company’s “green” commitment, is it there focus on safety.  Share company videos, news release, use a powerful tagline in your subject line back to the candidate.

Ask yourself — what do you plan to influence in 2013?

·        Will you increase your Social Media presence?

·        Will you surround yourself with the best tools and technology?

·        Will you develop Talent Communities for Strong Pipelining?  – Trusted Advisors are never caught off guard.

·        Will you put relentless focus on the Candidate Experience?

·        Will you finally capitalize on Employee Referrals?