Candidate Control
When should we learn the majority of information about a candidate?
From the first time we speak with them
When should you exercise client control when working on a role?
All throughout the process
Names three pieces of crucial information we can gain from candidates and clients we have good control over?
What is the best way to build credibility and rapport with a candidate?
In-person meeting
This technique refers to the ability to focus completely on a speaker, understand their message, comprehend the information and respond thoughtfully.
Active Listening
Name three examples of why a candidate is looking to make a move?
How do we ensure ongoing inactive candidate control?
-Regular contact
- Effective Database management (recording notes, and regular touch points)
This technique refers to asking questions that require more than one word answers.
Open ended questions
Name three examples of why a client is looking to make a hire?
Name 3 bits of information we can share with candidates to build rapport.
- Current market trends
- Information on competitors
- Advice on their resume
- Advice on their job search
-Compensation information
- Interview advice / preparation
- Future career path possibilities
What assumptions can be made when working directly with a client on a role?
Never make assumptions!
Name 3 reasons on why a deal would fall apart at offer stages?
Which is most important to know about candidates for control? Location, comp expectations, role expectations, progression ambitions?
All of them, and everything else.
Name 3 modes of communication that would allow you to gain client control from most effective to ineffective.
1. In-person meeting
2. Phone Call
3. Email
Qualifying a role