In the first part of this blog post series, I discussed the benefits of a proper debrief, who you debrief first in the process, and the benefits of a proper candidate prep for recruiters, among other things. As I mentioned, there are two parts to a candidate prep:
- Job specifics
- How to interview to get an offer (each part of the prep takes 15 minutes)
NEVER take shortcuts during the prep process! This is where you differentiate your candidate from their competition.
PART 1—JOB SPECIFICS:
Candidate is given the basic information, such as company address, contact name, directions, etc.
Review duties of the job one by one, and after each duty, ask the following three questions:
- “Have you done this before?”
- “What experience do you have that qualifies you for this responsibility?”
- “Would you enjoy this as a function of your position?”
Once you have reviewed the responsibilities of the job, ask your candidate if they have any concerns or questions. It’s better to uncover “red flags” prior to the interview. Questions often reveal concerns.
YOU THEN ASK THE MOST IMPORTANT QUESTION OF PART 1:
“Does this sound like a position you would accept today, if an offer would be extended to you?”
Common Answers: “I need to discuss this with”… “It depends on the offer”… “I have to meet the person”
The Hard Part: Now you must keep quiet and wait for their answer. If it’s any answer but “Yes,” go back and deal with the problems and/or issues. If there are sound reasons they would not accept an offer, save yourself the grief and cancel the interview!
PART 2—HOW TO INTERVIEW TO GET THE OFFER:
An interview is an “audition,” not a fact-finding mission! Teach your candidates not to attempt to decide if they want the position DURING the interview.
They must put what THEY CAN OFFER on the table.
- Review the entire process, application form, how many people, how many interviews, etc.
- Role play, ask specific questions, listen to the answers, and modify where necessary.
- Always review reasons for leaving positions.
- Close on money.
- Assist them with five (5) related questions.
- Inform them of the “hot buttons” of your client.
- Stress the importance of feedback.
BENEFITS OF A PROPER PREP:
- More offers
- Forces you to KNOW your candidates and job orders
- Invaluable information for future openings with this client
- Eliminates MOST surprises
- Enhances your candidate’s trust of you as a knowledgeable professional
- Lowers your send-out-to-placement ratio
- Enables others in your company to prep for your openings
- Impressed clients, which of course, means increased production!
WHY PREP CLIENTS?
- Often, the client is more interested than the candidate.
- Too often, clients don’t “sell” the opportunity or their company.
- It’s important for them to know the “hot buttons” of your candidate.
BENEFITS OF A CLIENT PREP:
- They realize there is competition for top talent, which helps the interviewing process.
- The interview can focus on what is important to your candidate.
- The client appreciates the additional information prior to the interview, thereby helping to establish client rapport.
- It helps them to sell their opportunity and company, resulting in more offers.
- It eliminates most surprises during the interview.
- It gets them very focused on the possibility of hiring your candidate!
Barb Bruno, CPC/CTS is a guest writer for the Top Echelon Recruiter Training Blog. You can hire her for your next conference or event or for in-house training. Barb’s training techniques have guided thousands to a higher level of sales and profits. She is best known for her methodical, easy-to-implement strategies that she shares with her audiences. Her enthusiasm is contagious! If you would like to hire Barb, please call 219.663.9609, email support@staffingandrecruiting.com, or visit Good as Gold Training online.