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The Fine Art Of Stalking In Recruiting

The Fine Art of Stalking in Recruiting

The Fine Art of Stalking in Recruiting

All great sales people and recruiters do it. “Stalking” is probably too strong a word, but we do check you out. It is vital informational gathering part of a recruiting career. Gathering information prior to contacting a potential client, candidate or before applying to a job is simply invaluable and smart. It takes the cold out of cold calling. LinkedIn, LinkedIn Recruiter, Google, Facebook, Twitter, Instagram, etc.  About 48-91% of employers perform a digital search, through these platforms, about a potential new hire. There are fountains of information out there.

It’s Not That Weird

We don’t do it to be creepy or crazy, but as people who want to know you a little better than what your resume says so that we can glean your drivers, motivators and what kind of human being you are. Then, we can get a better feel for you and determine if what we have to sell is what you might want to buy. And vice versa. Recruiting requires a candidate to fit the position. It’s hard to guess the fit otherwise, and with today’s tools, we don’t have to.

We were the kids who would have shared a bond over a dead worm, took that other kid’s hand or punched them on the arm in a cheerful fever and said, “Wanna be friends?” We live to connect. And what better way than to look you up?

But it’s what we do with the information that we collect that enables us to help you grow in either your career, or in your business. The best practices in recruiting are built on optimizing connections and information.

“Stalking” in the Corporate World

Leading the Corporate Recruiting function for a major staffing firm, I look at every single resume that I receive. People try to get past the screeners (it doesn’t work), try out generic messages and cover letters (it doesn’t work), and downright lie (it doesn’t work because we have probably the most cohesive and connected team as a company that I’ve ever worked with and we talk openly with each other often). We’re cautious and careful hirers. And we do our, “homework.”

There are many ways in which to stalk gather information. And you should be doing it, too. Not creepily or crazily! In ways that help you determine if what you have to sell is what someone wants to buy and vice versa.

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