Building a Narrative

This is the first in a series of videos that will break our process down into concrete steps. It is often said that knowledge is power. In this video, Jeff Zinser explains the foundation of our process – truly understanding our client’s culture and dynamics. We work hard to become experts on our clients. The more we know about our client and the job, the more powerful the message.

We will help you to learn more about how we formulate a narrative to present to targeted candidates. We put on an emphasis delivering a comprehensive message that is positive and accurate. Our intent is not to sell the job to a random candidate, but to reveal an opportunity appropriate to the most qualified candidates. This step is key in finding a long term solution to a job vacancy, not simply filling a slot.

The first step in the recruiting process is to build a narrative. The narrative is a message about your job, company and culture. The narrative is much more than a job description. It is both broader and more individualized than that. We take this message to the candidate pool. In the later videos, we will explain how we build the candidate pool. It is a huge process.

To begin formulating a narrative, we start the project off by scheduling a kick-off call or meeting with our client. The more information that we have, the better the message we can build. A good message has two components. First, it is comprehensive. We are often complimented by candidates on the depth of information that we have on our clients. Of course, a compliment to us is really a compliment for our clients. Our depth of knowledge is a reflection of the client’s commitment to partnering with us. You would be surprised at how little time some companies invest in recruiting. Despite their public image, there are some companies who still see employees as commodities. Those are NOT our clients.

Secondly, the message should be both positive and accurate. It is not a slick presentation. Instead, our approach is designed to appeal to a particular type of person who is appropriate for that specific type of opportunity.

We use multiple media to present and reinforce that message. The message is first delivered in a written brochure. We design the brochure specifically for the type of person that you are seeking, their personality, career level, goals, etc. We follow that up with a phone call that reinforces and expands the message. In many conversations with candidates, we specifically point out what the job is AND what it is not. It helps them decide whether it truly makes sense for them. This saves time on speculative candidates.

In our next video, we will explain the research that we put in to create the candidate pool. After that, we will discuss the depth that we go into to reinforce that message. There is still a lot to tell you.

Stay tuned!