How to Keep Early Talent Engaged after the "yes"

Updated: Dec 8, 2020

You wore your favorite outfit; you shared your favorite stories and you had an excellent date.


The person on the other side feels the same way.


You exchange numbers and it seems like a perfect fit. And then...? 🤔


Silence.


While you’re running around doing a million other tasks, thinking you’re all set, you barely communicate with the person you went out with.


Next time you meet, the excitement is "meh."


The scenario sounds silly and you’re probably thinking, “wtf are you talking about?”


BUT


This happens in university recruiting every year.


Recruiters spend a ton of time getting the decision, but once the candidate has said yes?


Well… Silence.


Now before you shrug this message off - ask yourself - How do you engage with your candidates once they've said yes? 🤔🤔🤔


If the answer is either, "well, we send them an automated email" or "we let the hiring managers take it from there," I'd lean into the message here.


Why?


Because you have a rare opportunity to bring clarity and a little fun into your candidates' day by making them feel good.


But there isn't a need to overcomplicate it.


Thanks to Colin from Revature for sharing his insights because according to him, whatever information you do have, share it and handhold them through the process.


You'll be amazed at what a little clarity can do to keep the relationship alive with your candidate who's set to start the following year 😎

Rishav Khanal 0:02

Cool. All right, Collins, super excited to do this. listeners, welcome back to recruitingU again. Like I said, we're short, we're sweet. We're straight to the point. And we really get strategic about campus recruiting now, before our introductions before the topic of choice, got a little bit of a different guest. Different spin to it this time around. Love to start these things out with a fun fact. So Colin, I'm not sure if you knew. But it's actually impossible for a pig to stare up into the sky. When the pig is in its normal position. Yeah, they have to be laying on their backs because it's something anatomically with their neck, they can't really stare up.


Colin Jones 0:44

make sense now.


Rishav Khanal 0:45

Yeah. Never think of that. But as our listeners are kind of thinking about that, visualizing that pig, give us a little background, you know, who you are, what Revature is a little bit and something that your colleagues or the people listening to this may not know about you? Right off the bat.


Colin Jones 1:01

Sure. So thank you very much. First foremost, for having me. As you mentioned, my name is Colin Jones. I work for Revature. I'm an account manager on their banking and finance, a little about myself, fun fact almost that, you know, my associates wouldn't know about me is I love to play guitar. And, sorry, what did what was the other question? Yeah.


Rishav Khanal 1:24

And I got a bit of background into Revature, like what it is because, yeah, elevator pitch, if you will.


Colin Jones 1:30

Absolutely. So we're a technology training and development organization. You know, our main focus is to launch college, recent college graduates into their, into their next it career.


Taken from Revatures Our-Story page

Rishav Khanal 1:42

Make sense? Probably tons of demand for that right now. Um, so guitar, I give you a song to play immediately, you have no preparation for it. What are you playing? What's your go to lie Georgia by John Mayer. Wow. All right. And you knew that really quickly. Um, so this is the exciting part, right? Because I've been calling like, you have conversations with campus recruiters, Human Resource Officers, CHRO's that are responsible for bringing on that entry level talent, young professional college, almost on a daily basis. So feel like you've seen the good, bad, and the ugly. And the scenario that I want to kind of draw out and extract and get your take on today is, look, I'm a campus recruiter. And something that I'm having a really hard time figuring out is kind of two things, one, assessing the long term value of a candidate coming in, like ultimately, it's hard for me to do that. And then second is, I don't really know how to get them excited, I don't really know how to get them to be so excited that they become productive workers from day one. So I know it's really broad, really ambiguous, but I'll kind of turn the mic over to you, as you know, so you can hopefully help me out, kind of give me the game plan from A to Z, so I can go out and execute it.


Colin Jones 2:57

absolutely Yeah, what happy to be happy to share with you. So first and foremost, I would say the biggest thing is trust, if you can, and, you know, easier said than done after just a brief call a brief first initial touch. But you know, as you grow your relationship and you know, build more rapport with these with these people that you're talking to, it's you can really try to find that trust will be the biggest thing that is going to get folks, you know, on the same page, folks, that will get folks to be excited, I would also say is just trying to feel out that passion. I mean, I know given now, with COVID, you know, things are a little bit more tough in terms of meeting in person, but you know, over the phone or over zoom when you're when you're speaking with people, it's really just trying to find that passion, deep down inside. And that that will take them a long way on both sides as a campus recruiter and the person that they're recruiting. And then going back to that, I would just say, trying to treat it as a normal conversation, you know, peep, people don't want anything, you know, that's crazy formal, anything too salesy as they say, but, you know, a formal conversation is always a great way to you know, address something and you know, even build a build a new relationship with someone.


Rishav Khanal 4:14

Gotcha. I mean, makes it makes sense, especially when you're talking to a much younger demographic, a different demographic than a professional level of recruiting where it's not a CFO or CEO, still a different audience. They provide a lot of value. And you mentioned passion, right? And something that I hear often is a lot of answers. But again, I'm not sure if the students themselves, they know what their passions are. So when you say passion, like what do you mean? How do I get them to talk about it? How do I get them to feel comfortable? Like what would be some tips or tricks that you've heard other recruiters implement into their strategies, so that way they build those relationships with candidates.


Colin Jones 4:56

Absolutely. So in going back to what I just said about Passion, it really doesn't have to be in one single direction. You know, I totally understand if you know you don't have, you don't know exactly what you want to do, when you graduate, I would say kind of transform your passion into your work ethic, you know, being able to adapt to, you know, new changes, always being open to wear multiple hats, I would say that's, that's something that it has tremendous value to, you know, someone that's joining a new company, really the ability to adapt to new changes, and the willingness to work in different groups, or, you know, like I said earlier, wear multiple hats.


Rishav Khanal 5:35

Makes sense. So how do I then, because the second part that I'm trying to figure out is, you know, I'm looking for trust, I'm looking for adaptability, and we hit it off, and the interview goes, great, we give them an offer. But then obviously, it's a little bit of time until they are physically in speed, they're able to start. And I feel like in between, when we talk to in between when they start the excitement that seems to fade away. You know, we can't get that rah rah spirit that we once had. So like, how do I keep that fire still liquid in these students so that way, when they get into their seats, they are that productive workers that we're looking for, from day one,


As researched by Select One: www.selectonellc.com

Colin Jones 6:12

I would say keeping communication open, you know, in that grace period, as I like to call it between when someone's selected, and they're onboard, a new client, you know, I at Revature, I do it every day, almost every day when we're deploying folks to our to our clients, and I try to just keep communication open, be as fully transparent as possible with them, and kind of walk them through the process. You know, I always like to say that I've been in their shoes I was once waiting, anxiously waiting to hear back anxiously waiting to get my paperwork, and all that good stuff. And I want to get I want to say keep the communication open. And, you know, always, you know, always just be ready to, you know, adapt to something new. Like I've, like I've mentioned before,


Rishav Khanal 6:59

and any tips on that, I mean, you know, kind of going back to your role now at revenue, obviously, you've got new clients coming in. And I think this is an interesting thing for me to study how you do it, so that I can take it into my role of how you communicate with clients, because I don't want to just, you know, how people say you don't want to have a meeting just for the sake of having a meeting. I don't want to do the same thing when it comes to communicating. So when you're bringing on new clients, and there is a little bit of a grace period, when they can fully start working with you. What are some things that you share with them? or How are you communicating with them, so that way, the conversation remains productive, exciting, as opposed to you just sending them things that may just go into the junk mail?


Colin Jones 7:44

Sure, um, aside from the business side of things, I asked them about some things in their personal life, you know, I really tried to get establish a really good personal connection with them. Whether you know, we have mutual interests, or even mutual connections, I always try to, you know, again, I always try to build that, you know, professional relationship, as well as personal, I believe that's very, it's important to have both, and that that will lead into having great rapport and ultimately having great trust.


Rishav Khanal 8:12

Any quick stories that come to mind that like, paint that to light of some, some things that you work with your client, where you know, you've had a great relationship, and you're able to tap into their hobbies or passions that you were able to bring up in the meetings? Or what you communicate it back to them? Sure, yeah.


Colin Jones 8:29

I can think really well, when I first joined Revature, we were working with a client. And I established really good rapport with one of their talent acquisition leads, he was a great guy, and we like immediately knew right away that, you know, we definitely had some mutual interests. And we, you know, we would just talk about anything we would speak, we would text each other, and about the weather about, you know, hunting, and you know, all sorts of good stuff like that. So I would definitely, that that's my first memory of, you know, kind of breaking into that personal relationship, as I would call it.


Rishav Khanal 9:04

Cool. So I think I've, what I understand it's kind of in three buckets. First, in order to build that relationship, understand the value is, I've got to look for two things. One, is their trust, right, like from both sides, and also assessing for adaptability. So when students aren't sure exactly what their career path looks like, that's okay. Because what I'm trying to really understand is, are they somebody that kind of likes to roll up their sleeves and be flexible to move or spread across different different functional areas. So I've got that and in order to get them excited, he kind of went back in, you know, the light bulb sort of went above my head a little bit of, yes, keeping it formal is fine, but get to know them a little bit, have a conversation and I think organically, some things that they do outside of their day job as a student tends to come Come out and use that as a nugget or something that you anchor towards to keep that communication line open. I know you mentioned some things for your clients that you used, do the same thing for students. So that way I'm transparent. I still get them excited. They feel like they're coming into our second home. Because that's something that we haven't been doing. But I think we've got a good foundation to do. So. Anything else that that you'd like to add based on the two things that you suggested?


Colin Jones 10:25

Absolutely. And then there's just the there's one more thing I hear, I often hear that everyone is looking for that quote, unquote, Swiss Army knife. It's, it's something that I hear almost on a daily basis. And that goes back to you know, my point just about being able to adapt and wear multiple hats and always, always keep your mind open, and, you know, be willing to learn new things.


Rishav Khanal 10:49

I love that Swiss Army knife. I think some people call it I don't even know what they call it Swiss Army Knife is probably better than then probably why whatever random analogy that I have. But, Collin, appreciate it. Thank you again. You know, you're giving that elevator pitch back to Revature especially what you all do, how you all help companies. I think it's an exciting place to be, especially since tech talent changes on a whim, right? Like, I'm sure you experienced that every day. Yes, yeah, seriously, but thank you again, for coming on. Like I said, recruiting you. We like to keep it short, sweet, straight to the point. And we'll go back to thinking not only about the points you made, but also about how pigs can stare up, stare up at the sky.



Colin Jones 11:33

I have been thinking about that for a little bit. All right.


Have a good one.



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