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Candidate Persona: The Dependable Deliverer

This is Part III of the series on Candidate Personas in Recruiting. Here is the Introduction, Part I, and Part II

These are intended to be archetypes of candidates. We discuss them because we want to think through how to identify, speak with, sell, and eventually close as candidates. 

Today, we move on to another  distinct kind of candidate. The Dependable Deliverer is one of my favorite people.


Dependable Deliverer: 
This worker is the kind of person they'd refer to as "salt of the earth" in days past. They are loyal to their boss, the company, and the community. Their main desire is to be steadily employed and know on a day to day basis that as long as they are doing their job, that job will be there. Accountants, warehouse workers, executive assistants, middle management, and production assistants are all jobs that have a lot of these candidates. 

Here's the fun part. They're not leaving their job willingly. The company treats them badly, underpays (or doesn't pay them), or is facing big layoffs and it means nothing. A single word that they are needed, appreciated, or that times will eventually get better is all they need to stay. 

When it really gets bad - the Dependable Deliverer is really in shock. They function best believing that hard work has a reward, and that reward is employment. That means they're stubborn when you're recruiting them, and scary when they've just been fired. When I say scary, what I mean is that they have lots of unresolved anger issues, and that comes across in the interview. It's not fair to them - the truth is they're looking for loyalty are much better workers than most types - but they'll blow a couple of interviews until an employer comes along that doesn't probe to deep into their work. 

How to identify them: 
You're pursuing them, and they never follow up. They don't call back, don't email, but will politely tell you they are open to more information. They may come straight out and tell you that they aren't looking, but unlike the Happy Hard Sell, they mean they don't want to think about it because it feels disloyal. 

Best time to recruit:
The day a boss leaves, or the day a new boss appears. 

Best language: 
"You seem like a very hard working, loyal, employee. What could we do to find more people like you?"
Also, ask them questions about the company, focusing in on what was promised. Don't tear down the company - don't sympathize - state that what the current company promised is what you're trying to do. 
And last - keep in mind these are great people for referrals. In fact, asking for referrals is a great way to get them to apply. The kind of role you fill with Deliverers is usually a volume role. Get a few referrals, treat them well, and you might be surprised to find a new application in your inbox. 

Just remember to be personal. Ask them to apply, because you "think they would do well here." 

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