Preparation involves five steps: identifying an applicant, studying the applicant, identifying hiring authorities, script preparation, and preparing for objections.
1. Identifying an applicant. Start with an applicant who wants a position in the area that you are working or have been assigned to. Remember, a client pays fees for employees that possess skills and qualifications that are hard to find through ads or other sources that are not so expensive. So, if they are willing to pay a fee, the applicant must have these characteristics:
• Years plus experience in the area of expertise required in the position.
• Good references.
• Good track record of an average 2 years or more with every company he or she has worked for.
• Professional appearance and demeanor.
2. Study the applicant. Review the applicant's background; talk to the applicant to determine his/her strong points and weak points. Have answers for all questions that may be posed by the hiring authority.
3. Identifying hiring authorities. Identify a list of hiring authorities to be contacted. The list should be of reasonable length so that a number of calls can be made in succession. This makes the most valuable use of time because many calls must be made to generate actual contact with a hiring authority. If the recruiter searches for one call to be made, makes the call and then searches for another call to make, the effort is too fragmented and far fewer calls will be made than if the calls were made rapidly one after the other. The selection of what hiring sources to call depends on the applicant's background, salary and location. A manager level recruiter usually determines the selection criteria. What is a hiring authority? A hiring authority is someone who can make an offer to hire someone, usually has the title of Supervisor or Manager and possess open requisitions which are approvals to hire.
PERSONNEL PEOPLE ARE NOT HIRING AUTHORITIES! The only time you contact someone in Personnel is when you absolutely have to:
• The manager wants you to and will not see your applicant unless you clear it with Personnel.
• You are trying to get on some kind of approved list.
• You have exhausted all efforts with all managers.
• You must inform them of an interview, so they will not be hostile to a possible offer.
• You must negotiate offers, start dates, benefits, fees, etc.