position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

“: My company wishes to target respiratory therapist,

A little preparation before you begin your telemarketing campaign is essential, especially when dealing with competition and targeting multiple disciplines. Staying focused and consistent is important, and following a preset targeted script alleviates surprises. Lets get right into the telephone recruiting techniques you can use as an individual recruiter or as a manager running a large medical staffing agency wishing to train its recruiting staff.

Who are you calling?

Each discipline within the medical community has its own quarks and surprises. Knowing who you are calling fundamentally strips away the need to focus on the candidates you really don’t need. Are you targeting nurses or are you targeting radiology technicians? Are you focusing on a type of license within a discipline or are you in need of just males or female within the license medical clinician? Do you have shifts already available? Are you looking for new grads or experienced clinicians?

Each call you make must be made with the goal of closing the deal. That is why knowing who you are calling is so important. I found many medical staffing recruiters use the “shot gun approach” to making phone calls. This technique is flawed in so many ways within the goal of finding candidates. Many medical staffing managers set minimum phone call goals to there employees They usually expect there recruiting staff to make a certain numbers of calls a day, make certain number appointments and hire so many candidates. The goal of knowing your audience is to focus on the principal of 20/80 or twenty percent of your efforts should produce 80 of your results. The “shot gun approach” uses the 80/20 or 80% of your efforts produces 20% of your results.

Your first step then in beginning your telephone marketing campaign is to “Know who you are calling”. Once you establish this you can then begin to identify the next step in you telephone marketing campaign.

How to best target potential recruits?

The competition is fierce and finding qualified candidates in the sea of hungry fish (your competition) can be daunting and making you feel as if you are spinning your wheels getting knower fast. Perhaps you are new at this industry or you were recently hired as a recruiter for a medical staffing agency, or perhaps you are a new company wishing to find candidates to fill positions or perhaps you are a manager interested in growth and wishing to train your staff. Whatever your position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

“: My company wishes to target respiratory therapist, w

need to focus on the candidates you really don’t need. Are you targeting nurses or are you targeting radiology technicians? Are you focusing on a type of license within a discipline or are you in need of just males or female within the license medical clinician? Do you have shifts already available? Are you looking for new grads or experienced clinicians?

Each call you make must be made with the goal of closing the deal. That is why knowing who you are calling is so important. I found many medical staffing recruiters use the “shot gun approach” to making phone calls. This technique is flawed in so many ways within the goal of finding candidates. Many medical staffing managers set minimum phone call goals to there employees They usually expect there recruiting staff to make a certain numbers of calls a day, make certain number appointments and hire so many candidates. The goal of knowing your audience is to focus on the principal of 20/80 or twenty percent of your efforts should produce 80 of your results. The “shot gun approach” uses the 80/20 or 80% of your efforts produces 20% of your results.

Your first step then in beginning your telephone marketing campaign is to “Know who you are calling”. Once you establish this you can then begin to identify the next step in you telephone marketing campaign.

How to best target potential recruits?

The competition is fierce and finding qualified candidates in the sea of hungry fish (your competition) can be daunting and making you feel as if you are spinning your wheels getting knower fast. Perhaps you are new at this industry or you were recently hired as a recruiter for a medical staffing agency, or perhaps you are a new company wishing to find candidates to fill positions or perhaps you are a manager interested in growth and wishing to train your staff. Whatever your position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

“: My company wishes to target respiratory therapist,

s within the goal of finding candidates. Many medical staffing managers set minimum phone call goals to there employees They usually expect there recruiting staff to make a certain numbers of calls a day, make certain number appointments and hire so many candidates. The goal of knowing your audience is to focus on the principal of 20/80 or twenty percent of your efforts should produce 80 of your results. The “shot gun approach” uses the 80/20 or 80% of your efforts produces 20% of your results.

Your first step then in beginning your telephone marketing campaign is to “Know who you are calling”. Once you establish this you can then begin to identify the next step in you telephone marketing campaign.

How to best target potential recruits?

The competition is fierce and finding qualified candidates in the sea of hungry fish (your competition) can be daunting and making you feel as if you are spinning your wheels getting knower fast. Perhaps you are new at this industry or you were recently hired as a recruiter for a medical staffing agency, or perhaps you are a new company wishing to find candidates to fill positions or perhaps you are a manager interested in growth and wishing to train your staff. Whatever your position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

“: My company wishes to target respiratory therapist,

ish this you can then begin to identify the next step in you telephone marketing campaign.

How to best target potential recruits?

The competition is fierce and finding qualified candidates in the sea of hungry fish (your competition) can be daunting and making you feel as if you are spinning your wheels getting knower fast. Perhaps you are new at this industry or you were recently hired as a recruiter for a medical staffing agency, or perhaps you are a new company wishing to find candidates to fill positions or perhaps you are a manager interested in growth and wishing to train your staff. Whatever your position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

“: My company wishes to target respiratory therapist,

position is, finding and securing qualified candidates is second only to finding clients.

We already determined that the first step in the telephone recruiting process is to know who your target audience is. How to best target potential recruits is about learning what each potential candidate wants, needs and how there particular niche works and the language to best elicit a response.

Let me provide an example of an email question sent to me by a medical staffing agency interested in entering a segment within the medical industry.

Question:

“: My company wishes to target respiratory therapist, we are already staffing radiology technicians. How should we begin targeting respiratory therapist?”

Answer:

“You definitely know your target audience; this is the fist step in the telephone recruiting techniques. Understand that respiratory therapist usually work on 12 hour shifts. This is quit typical for the industry. When calling respiratory therapist to work for a medical staffing agency two things you must be aware of before calling them. Since they work 12 hour shifts, your maximum usage of time will be done in the late afternoon or early mornings. Second, respiratory therapist know they are in demand and will want to know how much you will pay them, Usually the pay rate is given not in hours but in total day rate pay. The pay rate is based on 12 hour shifts and not 8”

The above question focused on how to best target a segment within the medical industry. Each industry within the medical field has it own needs analysis that must be understood and done in order to get more for your time and money. Doing this second part of the telephone recruiting process will bring value added results to your campaign.

What is my objective for calling?

This should be quit simple and seems to be straight to the point, or is it? Writing down your objective on paper prevents having to come up with a new script each and every time you dial a new number. You only have a few second to capture your audience so making an impact quick and to the point may be the difference between finding a candidate or not.

Is your objective to simply fill one shift? Is your objective to find a candidate for two weeks? Is your objective to fill a bi-weekly shift? Or is your objective to have a pool of qualified clinicians at your disposal? The reason knowing your objective is so important is because it focuses your energy only on candidates that meet those needs. Eliminates the noise associated with the screening process and improves the response rate from those you are calling that meet your objective.

Instead of calling 100 candidates on your list using the “shot-gun approach”, you call only 20 potential candidates that have a higher chance to fill the shits. This process eliminates hours and hours of calls that will lead to wasted time and money. Finding the 20 potential candidates is determined by understanding who you are calling and what you objective are when you reach your potential candidates.

Example:

When I owned my ow