Basic Recruiting Tip - Client Call Preparation

Preparation involves five steps: identifying an applicant, studying the applicant, identifying hiring authorities, script preparation and preparing for objections. Your staffing applicant tracking or resume database software must be able to provide this information is such a way that the work flows naturally for the executive search recruiter.

1. Identifying an applicant. Start with an applicant who wants a job 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.

2. 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 usually 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, typically has the title of Supervisor or Manager and possesses open requisitions which are approvals to hire. HUMAN RESOURCE PERSONNEL ARE NOT HIRING AUTHORITIES! The only time you contact someone in Personnel is when you absolutely have to because: The manager wants you to and will not see your applicant unless you clear it with Personnel.You are trying to get on the 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.

4. Preparing a script. Prepare a script describing what you want to say about the applicant. The script should contain no more than three sentences that cover all the key words that would cause the hiring source to stop and take notice. Examples of key words include: 'excellent career history', 'good college', specific skill such as 'SQL SERVER', 'Pharmaceutical SALES ', 'TRAUMA', 'DERIVATIVES', 'SPECTROSCOPY'. In constructing your script, you should be aware of certain positive phrases and words that work better than others.

  • ... is extremely AGGRESSIVE
  • ... possesses a great deal of ENERGY towards work
  • ... has a DYNAMIC personality
  • ... is very RESOURCEFUL
  • ... past employer was impressed with his/her HONESTY and INTEGRITY
  • ... work is SCRUPULOUS
  • ... describes past experience in very FRANK and SINCERE terms
  • ... is very ABOVE BOARD when speaking
  • ... answers questions in a very STRAIGHT FORWARD manner
  • ... is very CONSCIENTIOUS about work
  • ... answers questions CANDIDLY and DIRECTLY
  • ... has a very COMPREHENSIVE understanding of (specific skill)
  • ... is very RATIONAL and ARTICULATE
  • ... is very PERCEPTIVE
  • ... has a very STABLE career history
  • ... is a very DEPENDABLE, DOWN-TO-EARTH person

5. Preparing for client objections.