How To Expand Your reach in a Global environment of Talent Diversity

Clear here to sign up for my free webinar on recruiting diversity. Time is running out! Here are a few details…

WHAT: How to Expand Your Reach in a Global Environment of Talent Diversity
WHEN: Wednesday, November 18th at 10AM (PST)

Today, there is a large and untapped pool of talent. This talent source is beginning to gain recognition for high performance in some of today’s most in-demand skills.

A select few organizations are positioning their HR operations to meet the opportunity and bring this talent pool into the fold. But, how are they meeting this challenge?

In a global market of scarcity in critical skills, an emerging workforce that thinks differently, recognizes patterns more easily and who consistently adheres to processes may be the game-changers that give businesses a distinct advantage.

Join Recruiting and Sourcing expert Jim Stroud as he explores new opportunities for expanding your reach in a global environment of talent diversity.

He will take you through the challenges, the demands, and the benefits of looking beyond traditional areas of gender, race, and cultural differences to reach out to a highly skilled and untapped portion of today’s talent landscape.

We will explore the history, the demand, and the success stories that are putting select few companies out in front of the pack. And we will give you the insight to start moving your talent perspective and address this new opportunity today.

unwanted emails

Hey recruiters, how many times a week do you get unsolicited emails from unqualified jobseekers? How do you typically respond? Do you ignore them? Send them a “thanks, but not thanks” email?

May I remind you that there is a large population of people who hate recruiters? As such, we (as recruiters) must go out of our way to be helpful and professional when possible. After all, today’s jobseeker may be tomorrow’s client. That being said, I would like to offer to all a template that can be used when responding to unqualified candidates who send unsolicited emails to you. It goes a little something like this…


Thank you for contacting me and for your interest in [insert company name here]. With respect, I am not recruiting for opportunities that meet your qualifications. At least, not as of this moment. This is not to say that I cannot place you in the future. That being said, please assist us both by considering the following:

As you know, I recruit for (insert client name here). Our focus is on the (insert industry here). The people I tend to recruit generally have the job title of:

# Job Title I
# Job Title 2
# Job title 3

More than likely, I will place those individuals in one of the following locations:

# City 1
# City 2
# City 3

In order to save us both some time, please review the collection of job descriptions that I recruit for everyday. These job descriptions are posted on my LinkedIn profile. [add a link to your LinkedIn profile or attach the job descriptions to your email] I would also encourage you to visit our careers page for more opportunities. [add a link to your company careers page]

Thank you again for your interest in [insert company name here]. It really is a great place to work! Check this out! [link to something that proves that the client is a great employer]

John Q Recruiter

P.S. You might have an interest in this. 😉
[link to a jobhunting resource with useful jobhunting tips]

So, what do you think of this approach? Leave a comment below. Operators are standing by.

How To deal with recruiters

How do you feel about recruiters?

For some people, lots of people, too many people, talking to a recruiter is a waste of time. They view them as useless, clueless and more than anything else, an annoyance. As someone who has been in the industry since 1997, I wholeheartedly disagree. Yet, I can understand why some people feel the way that they do. Let me explain.

There are different types of recruiters. For example, there are “contingency recruiters” who do not get paid until a hire is made and “retained search firms” who have been paid an upfront fee to produce a hire within a reasonable amount of time. When quotas are unmet and the clients start barking, recruiters tend to go into survival mode. Some of these “survivalist recruiters” may log into a job board, grab all the emails of candidates they can find and spam a proposition until they get lucky. In these cases, recruiters are focusing on keywords in your resume more so than your entire work history. (Just in case you ever wondered why you were approached about jobs you were obviously unqualified for.) Will recruiters ever stop spamming candidates based solely on the keywords on their resume? Probably not. As the saying goes, “a few bad apples spoil the bunch.”

If you are someone who is often contacted for opportunities that you are not a fit for or, are simply uninterested in, use it to your advantage. How?

  1. Create an email addressing the job opportunities that would be of interest to you.
  2. Track your interactions with recruiters and develop those encounters into relationships.
    Hmm… Just in case I lost you there, let me step-by-step it. The next time a recruiter contacts you about an opportunity, try sending an email based on the template below.


Dear Recruiter,

Thank you for contacting me about (insert your preferred job title here). With respect, I must decline any interest in that opportunity and ask that you remove me from further consideration. However, I do hope this does not conclude our relationship. Feel free to contact me for opportunities of which I am reasonably capable of performing.

Please use the following job titles as a point of reference:

  • Job Title I
  • Job Title 2
  • Job title 3

I am open to relocation. Specific areas of interest are:

  • City 1
  • City 2
  • City 3

In order to save us both some time, I have an interest in companies focused on (fill in the industry of your choice) who foster a culture of (describe a cultural attribute you like) and allow me to (work virtually / promote work-life balance / whatever floats your boat).

My most notable professional achievements are:

  • Bragging right 1
  • Bragging right 2
  • Bragging right 3

I am not interested in jobs that:

  • Add your criteria. (For example… require managing teams greater than four.)
  • Add your criteria. (For example… require extensive travel.)

Finally, I have also researched the most common interview questions and prepared statements on each. I understand that this could help expedite the recruitment process? I will make this available to you should an opportunity you present capture my attention. For your information, some of the questions addressed are:

  • How do you handle stressful situations and working under pressure?
  • What are you like working in a team?
  • What has been your biggest professional disappointment / achievement so far?

I appreciate your time and consideration.


Your Name


Once you have replied to a recruiter with this data, I suggest you add a reminder on your calendar to follow-up. Make sense? What do you think of this approach? Let me know in the comments below.

P.S. If you like this and want more, click here.