Profile Write Ups
What are two reasons why we create a profile summary instead of simply sending a resume?
Allows us to outline experience and skills related to specific jobs & companies
Highlights additional candidate accomplishments
Proactively address any potential red flags
Addresses candidate’s motivation(s) and RFLs
Creates alignment with salary expectations
Provides consistency and professional branding
Aligns candidates as a solution to client problem(s)
When should a candidate be moved in Bullhorn after they are submitted to the client?
Immediately
Which jobs do we submit full resumes vs. TPD Letterhead resumes?
Hourly jobs may receive full resumes
When should Xref be triggered?
After a successful prescreen, prior to moving candidate to JCI.
Why would we put "Red flags" into a summary?
There is no perfect candidate, authenticity, or transparency.
What is the goal/standard for days to submit?
3-5 business days
5-7 candidates
Why would we use a TPD Letterhead Resume?
Consistency & structure
Branding
Candidate ownership
When was TPD founded?
1980
What are at least 2 components of a good profile summary?
Brief overview of candidate’s experience
This should highlight the specific problems our candidates can solve for our clients and list the top hard skills they have relevant to the role
Relevant soft skills - be careful not to be too “fluffy”
3+ recent employments and associated RFLs
Candidates availability to interview and begin working
Salary expectations
Location and reason for relocating (optional)
Address any potential red flags
Who should be the standard recipients in an emailed candidate submission?
1. Hiring managers + requested client contacts confirmed in RD
2. WFC/WFS of candidate
3. AE/client success if requested***
What do we want to do before we leave a client presentation meeting?
Feedback, interview times, next steps..
What are TPD's 4 values?
Grit, Insight, Value Creation, Equity
GIVE
What are some things to avoid when doing a candidate profile write up?
Overselling & pitching a ‘perfect’ candidate
Using ‘soft statements’ instead of ‘hard facts’ (multi-tasker/hardworking/fast-paced**)
Using gender conforming pronouns and non gender-inclusive language
Forgetting to spell check & poor formatting structure
Creating fluff sentences, paragraphs, and lengthy write-ups - hiring managers are busy, don’t waste their time!
Relying on email submissions only
What are two reasons to send candidates one by one instead of a shortlist?
Hard to fill job
Job needs someone yesterday
Competitive job (multiple agency / internal recruiting)
Short-term contract
When agreed upon by client
What should we avoid when doing candidate presentations?
Oversell or undersell your candidates
Come to meeting unprepared on candidate insights
Not pushing back on “I’d like to see more candidates first…’’
Leave meeting without gaining any insights and additional direction
Leave meeting without confirming action plan & next steps
Who are the founders of TPD?
Leslie & Peter Meingast
What is definition of a soft statement versus a hard fact?
A hard (solid) fact is one backed up with large amounts of evidence. Hard facts are quantifiable and specific.
Name 3 locations of past TPD brick & mortar offices besides Vancouver
Edmonton, Calgary, Portland, Sydney Australia