Candidate Best Practice
You've just spoken to a candidate! What are the 3 steps in Bullhorn post-call?
Notes, Codes, List
What does GAS Stand for?
Get the job, Accept the job, Stay in the job
What information is needed for a qualified Reference?
Name, Company, their title, phone & email
What's your CV target??
- 3 CVs same day - tech
- 2/day - eng
Codes are your shortcut to your candidate pool!
What are the top 3 essential codes to have on candidates?
"What do you want to find them for in the future?"
Your name, qualified skillsets, contract/perm, (bronze/ Gold candidate where applicable!)
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
Why do we need references even before an interview?
Further qualify the candidates experience to get them an interview faster; Processes can move quickly! We want references ready to go
Work closest to the money going "tight to loose"
Filter by your most essential/ niche skills // radius to your client location // open to work to qualify the best & quickest candidates first
There's a few roles the candidate could be good for - what can we pitch/ reply with to show we've listened?
Pitch the couple of jobs/ company briefs & reiterate what they're looking for
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?"
This candidate is 50/50 on being good enough to send to the job - pitch how can references help them?
"I like your experience! They are looking for someone with 8 years of experience & you have 5 - a couple references can help close the gap and show your capabilities. Who could give a reference for you?"
Call - Lean in to clarify & qualify!
We need an updated CV to send them over to the client! Focusing on what we can control, what can we do to get the cv as quickly as possible?
verbal commitment on timeline
send an email immediately after the call
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?"
The candidate isn't good for the job - pitch interview leads
This one doesn't seem like the best fit for you, but I'd like to push your resume out to other clients to see if we can create any opportunities, where have you interviewed so far?
What resources do we have to find candidates? (name 3 that aren't linkedin)
Bullhorn (mailshot mailshot mailshot), Dice, REFERRALS, headhunting,
We're reaching out to candidates to get a hold of them for a potentially life changing opportunity! What's the follow up process?
call, voicemail, email, connect
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?"
POP QUIZ! What's a Gold Candidate?
Strong & Quailfied profile, good rapport, active in their search
You found a candidate that exists in the system but the resumes are different!
How do we update the resume?
Drag & drop into files, and update the profile via "parse as existing"