|Basic Recruiting Tip - Getting the interview|
Make the call by asking for the person directly.
When the hiring source answers the phone, respond with good volume,
enthusiasm, confidence and absolute conviction that you are providing
a valuable service. Tell him/her who you are and what you do and then,
without a pause, present your applicant in no more than three sentences.
If the client refuses to provide information, then your final words should be, 'Thank you for your courtesy and time. I will just send you some information on our company and check in with you at a later date to see if things have changed.
Taking the Job Order
If the client has an opening, get the job order! Recruiters often do not recognize the opportunity. For example, after your pitch of an applicant, the client responds: 'Salary too high.' 'You must talk to personnel.' 'I need someone with more ....' 'Can't use agencies.' 'You are calling the wrong area.' 'I know this applicant.' These are all clues that there is a job order! Now you should get some specifics; don't let this person off the phone until you get the following, because you never know when you will be able to get him/her on the phone again (the golden minute).
Questions to ask when taking a job order
Remember, you want to leave both the applicant and client with the confidence that you are thorough. Some of these questions apply only to lower level positions. Please don't make the mistake of asking a question for a low level position when the position is at senior level and vice versa. These questions are only meant to get you started in the right direction.
All of the above information should be entered on the job order record in your recruiting or staffing software. Remember, responses to the above are from the point of view of one individual. olicies and biases of others will influence this person. he interpretation by the recruiter from the answers only represent what was 'said' by the hiring source. Very often, what people say and what they do are completely different. For example, a hiring authority might say the person must have a degree, and then you find out at a later date that they hired a non-degreed person because she/he had so much experience in a particular area. Very often job order descriptions are formed by what and how the job order questions are asked. For example, 'A degree is required, isn't it?' as opposed to 'Which is more important, specific experience or education?' The ideas, attitudes and perceptions of one individual can change very quickly. Judgment is a big part of handling a job order. The more specific information on qualifications, the greater the potential for unfavorable results. Over qualification and pre-judgment by the executive search recruiter often lead to failure. This may sound like an about face but it's not. You can never have too much information; information provides the opportunity for creativity. But specific information on the 'must haves' of a job order and blind adherence to them is dangerous because it kills creativity.