Candidate Best Practice
You've just qualified to a candidate! What are the 3 steps in Bullhorn post-call?
Notes, Codes, List
Open & probing vs leading questions - how do we ask about a candidates compensation target & when?
every time we speak to them (before & after interviews) - "remind me what comp you're looking for in your next opportunity?"
True or False: We ask for references on the first call
TRUE - processes move quickly, service to our candidates to give them the best possible chance in this competitive market for current & future opportunities
True or False - I only need to ask about other interviews if I'm submitting them
FALSE - ask every call!
Coding creates your candidate pipelines!
What are the top 3 essential codes to have on candidates?
Your name, qualified skillsets, contract/perm, (bronze/ Gold candidate where applicable!)
"What do you want to find them for in the future?"
True or False: Your candidate wasn't interviewing with other companies before they got the interview with your client so I don't need to ask
FALSE - Similar to comp, ask on every touch point. The other interviews are your competition to close them
True or False: We re-take references for every job they're good for
FALSE! We take it once & keep it on File
They're not interviewing anywhere right now - What are two follow up questions we can ask to learn about their job search?
Where have you applied so far?
Have you had any 'early conversations' like this one?
What's your CV target??
Eng - 2/day
Tech - 3/day
We never assume money is the only factor - what are two other factors that can impact a candidates decision?
Career progression
Location
Their partner
Other commitment e.g. family
Work/life balance
Money/Salary/Day rate
Other opportunities
Benefits package
Counter offers/contract extensions
Working with new technologies/ projects
DAILY DOUBLE - if money is what's most important - what's a probing question we can ask?
References are passed to the BD team via Bullhorn - how do we do that?
Send to Internal User on the Candidate Note!
Note Action - "Reference Passed on"
Note content - Who they are, Where they worked together, contact details
Interview leads are the quickest way to a job & are passed to the BD team via Bullhorn - how do we do that?
Send to Internal User on the Candidate Note!
Note Action - "Interview Lead"
Note content - Where they interviewed, who with, for what role
For top talent it can take 3-4 touch points to get a hold of them - Why call if we don't bother following up?
What's the follow up process?
Call/ voicemail, email, connect on Linkedin w/ Note
Daily Follow up - be mindful of when they Connect with you #URGENCY
After an interview, what are two open questions we can ask to learn if they'll *ACCEPT* the job?
"I remember you were looking for a challenging project in your next role - what did you find in the interview?"
"Is this a role you would accept? amazing! What makes you say that?"
Connect the dot & dig into the Why
They're interested in the job... Pitch References!
Next steps for us here is to get a couple references to send over with your profile so you stand out against the competition & identify the intangibles we can't always see on a resume. WHO are a couple people we can jot down for that?
Move through the Objection - "Why do you need to know where I'm interviewing?"
Listen: Fair question
Share: outside of this role I can confidentially share your profile with hiring managers at competitors of your interviews to increase your chances of getting competing opportunities for yourself- looking to create opportunities for you (PULSE CHECK) does that makes sense?
Question: Okay cool, so which companies have you already had conversations with?
Best practice to qualify candidates for both your immediate role & as a potential Gold Candidate for future opportunities/ Specs!
What information do we need for a Gold Candidate?
Good: Rapport/ Trust, Active, Qualified Skillset
Great!: +RFL/Motives, Looking for, Other interviews
After an interview, what's one question you can ask to learn if a candidate will STAY in the job? (PRE-CLOSING TECHNIQUE)
"I remember you were looking to leave your last job for being really over-worked - what did you find out about the work/life balance?"
"This is a 6 month contract & i remember you were ideally looking for an 8 month contract - there IS a chance it could go perm, is that 6 months something you'd stay in?"
Connect the dot & dig into the Why
Objection Handle: "I don't want to give references before I've interviewed"
Listen - I feel that, I've had other people be hesitant as well
Share - we find it helps compete with other submissions to increase your chance of an interview, plus majority of our clients require them upon submission. so if you're open, I'd love to give you the best shot!
Question - Who do you think would be the best person to talk about what it was like working with you?
What are the benefits to you for learning about other interviews?
Candidate Control - These are your competition for closing!
More/Better/Faster jobs! - Other interviews are actively hiring clients for the pool of candidates you're already speaking to! More opportunities all around ✨