If you don’t have a “Ballerina File” you’re losing money!
One topic that seems to be a hot button for many is the lack of qualified candidates derived from job board ads.
First, let’s be clear the role of a job board. A job board is not the Holy Grail or a guarantee of a quick placement with little effort; neither is an ATS, Linkedin.com, target lists, etc. A job board is a tool and like any other should be used to varying degrees depending upon the objective. It’s a means for new recruiters to get familiar with speaking to a captive audience, a means to build your database for future placements, a means for branding, etc. Although it has almost become an Olympic sport to bash job boards, those who leave home without this tool leave money on the table. Plus, job boards have one of the highest ROI’s around!
Back on topic. In the good ole’ days before the internet but after the invention of the fax (imagine recruiting via snail mail???), to find a job one would read the Sunday papers employment section…usually the size of the King James Bible, identify positions that reasonably met their qualifications and circle with a red pen, fill out a fax cover sheet, go to the local Kinko’s and spend about 3 bucks per submission. I assure you for all this work and expense one would have reasonable expectations that they qualify for the job they are applying. After all, they have skin in the game.
The Internet changed everything. With a click, for free, applicants can apply to as many positions as they like regardless of qualifications. Although I would like to think they would only apply to ones they qualify, this is not always the case. Often times a candidate will apply for a position they know they are not qualified for simply as a means to get their resume in the door. In other words…get them in the system.
Example; a 5 yr CPA applies for a CFO role. When I first started recruiting I used to simply delete in disgust…what nerve! But I’ll never forget my first boss, John Sinon, now with the Sinon Group in NYC telling me that so long as they fit the profile of searches we conduct they are assets, should be contacted and included in our database for future searches. What a waste of time, right? After all, recruiting is transactional and I need money and I need it now! But John was the boss so I created what I called my “Ballerina File”.
The “Ballerina File” was a file for candidates who were not qualified for positions they’ve responded to, but per John’s criteria met our placement standards.
This file was named after a Ballerina who sent me a resume for a senior accounting position. No degree, couldn’t tell me what side a debit was on, but still applied. It was my way of pushing back a bit not believing there is any value to John’s premise. So input I did! Every weekend, into the system. Well guess what…John was right! Within a few months of receiving my first Ballerina candidate, I placed him! Many more followed.
Moral? Use job boards and keep a Ballerina File! You will make more money and save your company even more!