Centers of Influence and Nominators are potentially your most productive high-leverage sources of candidates. Centers are successful themselves; they know people with demonstrable success patterns and are willing to give strong testimonials for you and your firm.

Centers help you with referrals to prospective candidates as well as introducing you to Nominators. Make sure you have a active list of:

• Sources for Centers
  

  Exciting Clients & Policyholders Independent Property/Casualty Agents Community Civic & Political Leaders CPAs &s Accountants

  Attorneys Bank Officers Business Consultants Journalists

  Prominent Restauranteurs Personnel Directors Real Estate Brokers Sports Personalities

  Here's what to do...
  
  1. Make sure your management team understands your firm's Candidate Profile. This is important for Centers and Nominators.
  
  
  2. Make sure your team understands how a screen works. Give each team member a sample screen, printed from your Profile Administration Center.
  
  
  3. Give your management team a good supply of business cards listing your firm's name, PIN, and Web site address. Have them distribute the cards to Centers and Nominators.
  
  
  4. Your team must educate Centers and Nominators about the types of people you're looking for and the opportunities offered. Your Centers should also understand your selection process and be aware of the support candidates get from your team.
  
  
  5. Your approach to prospective Centers will be important.
     

     Introduce yourself and your company. Explain why you need their help. Describe the career opportunity, your target markets, and firm environment. Describe your target Candidate Profile.

     Ask for their help in meeting your goals. Important: Establish an on-going process to get more names. Make them understand the screening process. This is important when they give candidates your cards.

  6. Make sure you give Centers of Influence business cards with the correct information for taking the screen. Again, don't assume they know how the process works.
  
  
  7. Build into your weekly activity a time to provide feedback to your Centers and Nominators. Thank them for their effort and reward them with a occasional lunch or card in the mail. You should see them at least once a quarter face to face.
  
  
  8. Keep your name in front of Centers with e-mail, faxes, newsletters, etc. The more they see your name, the more recommendations you should receive.

The most important part of this whole process is you. If you create a positive presence in your marketplace, your reputation will precede you.

Advantages for you include:

1. Your team has a proven system to develop Centers and increase your flow through screening.


2. The screen is available online 24/7 to manage your flow of candidates.


3. You have organization-specific criteria to use in assessing your candidates' talent, work history, and success potential.


4. Your team has a system that can be easily integrated into your selection, development,
   and retention process.


5. The screen can be linked to your Web site for easy candidate access.


6. Qualified names are essential to the growth of your firm. With this strategy, you can
   you can increase flow through one of your best recruiting sources.


7. Developing qualified Centers and providing them with an easy process with which
   to increase your flow of qualified candidates can only work if you make it work.

If you have questions, or are not using the POP Screen, call us at (508) 746-6995,
or e-mail us at jkerchgavoni@comcast.net.