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.

Wait for a reply no matter how much dead silence. WAIT! If the manager starts asking questions, answer them quickly and go for an interview time. If the manager begs off on an interview time and wants a resume, try to get a conditional time for cancellation if the resume doesn't check out with what you have described. You should make at least three attempts for an interview time without a resume. Even if you don't overcome objections and don't get the interview or even a job order, remember that you earn your money from information and rapport. Get information and record it in your staffing, applicant tracking or resume database software for the next time you call.

Here is a list of some sample questions that will give you an idea of the type of information that will be useful for the next call.

  • Have you used agencies?
  • How is business?
  • Expanding, losing money?
  • Who is your toughest competition?
  • How many people in the company in your recruiting specialty?
  • What kind of a company is it to work for?
  • Is brochure information available?
  • How long have you (the hiring source) been there?
  • In present position?
  • Try to determine some key dates from the hiring source, such as anniversary, performance review, stockholder meeting, etc.
  • What areas are you responsible for?
  • What are your major goals?
  • In evaluating Executive Search Firms, what do you look for?
  • What's the biggest challenge facing you in your present position?

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.

  • Title of position?
  • New position or replacement?
  • How long has the position been open?
  • The position reports to whom?
  • Education requirements?
  • What will the person do (describe a typical day)?
  • Salary range; highest they will go for the perfect applicant?
  • Raises: when, how much, performance or cost-of-living?
  • Benefits: flex hours, medical, dental, vision, medical for dependents, pension, profit sharing, maternity benefits, parking, lunch program?
  • Will the person supervise or lead in any way?
  • Intangibles; what would you look for between two people with the same technical skills, experience and educational background?
  • ravel? Overnight or same day?
  • What's more important to your group: technical abilities, product experience or personality?
  • Career path, opportunity for promotion, long term opportunities?
  • How rapidly have people been promoted?
  • What is the 'drop dead' date for having someone hired?
  • Is this a growing company?
  • How many people? What does the company do?
  • Private or public?
  • Dollar volume of sales?
  • Division or corporate office?
  • Major competitors?
  • Location/address of interview?
  • What's the interview process?
  • How long will the interview last?
  • Who will interview?
  • Is there a test/application to fill out?
  • Who extends the offer?
  • When does Personnel get involved?

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.