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BlackDog |
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PO Box 3004 Crested Butte, Colorado, 81224
Contact us
Phone: 970 349 0364 |
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Recruiting tip - client
call preparation
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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 very 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.
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 Copyright 2009, BlackDog Recruiting Software Inc. |
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