11 Aug
2019

AP PhotoGene Puskar

first_img(AP Photo/Gene Puskar) The Arizona Cardinals have completed second interviews with two candidates as the search for a new head coach extends into next week.98.7 FM Arizona’s Sports Station’s Mike Jurecki reports Carolina Panthers defensive coordinator Steve Wilks and Atlanta Falcons special teams coordinator Keith Armstrong completed interviews Friday.That leaves Philadelphia Eagles quarterbacks coach John DeFilippo and New England Patriots linebackers coach Brian Flores as two more candidates expected to be brought in for another interview. 10 Comments   Share   In other developments, of the nine known candidates to interview, two are expected to take other head coaching jobs.The New York Giants are reportedly expected to bring in Minnesota Vikings offensive coordinator Pat Shurmur while the Detroit Lions are looking towards New England Patriots defensive coordinator Matt Patricia.Pittsburgh Steelers offensive lineman Mike Munchak was a candidate the Cardinals reportedly wanted to bring in for a second interview, but Munchak took himself out of the running for the job.Arizona Cardinals defensive coordinator James Bettcher, who the Cardinals are not expected to bring in for another interview due to their familiarity with him.That leaves Philadelphia Eagles defensive coordinator Jim Schwartz, who has not had any reports surrounding him following his initial interview with the team.Wilks has been the only name recently linked to another job. He interviewed with the Tennesee Titans for their opening Thursday, but the Titans elected to hire the Houston Texans defensive coordinator Mike Vrabel. Grace expects Greinke trade to have emotional impact Top Stories The 5: Takeaways from the Coyotes’ introduction of Alex Meruelo Former Cardinals kicker Phil Dawson retires Derrick Hall satisfied with D-backs’ buying and sellinglast_img read more

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27 Jul
2019

Recruiting Passive Candidates 4 Tips to Tailor Your Messaging

first_imgRecruiting Passive Candidates: 4 Tips to Tailor Your MessagingWhile recruiting for a startup or expansion-stage company, you may find that many candidates who become interested are considered passive. Passive candidates are those that are currently working and not actively applying to job openings or seeking alternative employment. When reaching out to passive candidates about a job opportunity through various channels, there are four things you need to keep in mind to tailor your message effectively.4 Tips for Recruiting Passive Candidates1) It’s Not About You“Hi my name is Katy and I’m a recruiter…” If you open your email to a passive candidate by spewing out info on a company or a job description, chances are the person won’t need to be told you’re a recruiter. Instead of introducing yourself and making the message about how YOU need to fill a position, start off by making it about the candidate from the get-go. “I noticed your extensive experience working with Java and back-end technologies. I took time to review your portfolio as well, and was impressed with your recent projects.” By opening with messaging about why you reached out to the candidate, he or she is more likely to stop, read your email, and get back to you. Make sure that your emails and other messaging are personalized and custom-created for each and every candidate.2) It Is About Using “You”You have to remember passive candidates are currently working, and it may be more challenging for them to picture themselves at a different company. When describing the job in your message, instead of being abstract and explaining that, “This person will work with…” try using “You will be working with…” By adding “You” to the message, candidates will be more apt to see themselves performing in that job function.3) Close with ConfidenceAt this point you’ve explained why you reached out, you pitched the company, and you explained what the candidate could do and expect in this specific role. Now what? Don’t end a great message with a passive, “perhaps we can talk sometime this week.” Try setting a specific time with something like, “Let’s talk briefly this week — how does Wednesday afternoon or Thursday morning work for you?”4) Follow Up, Follow Up, Follow UpYou’ve strategically pieced together a personalized, specific message to a candidate. You hit send and eagerly wait for the thankful response the candidate is bound to rush back to you with asap. Considering the perfect message you sent, how could they not? Wake-up call: You need to follow up. Otherwise, the the time and energy you spent reaching out to the candidate will be a complete waste. I usually do a three-strike rule. After three messages sent to a candidate without any response, I can assume they are definitely not interested.Bottom LineCreating effective messaging for passive candidates may take a bit more time, but the thoughtfulness will most certainly pay off more than the typical “shotgun” approach. Try these methods to improve your success in recruiting passive candidates.Have you had success recruiting passive candidates? What tips and tactics have you used?AddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThislast_img read more

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