ATS & RECRUITING TOOLS
What system should a recruiter use to keep candidate stages and activity up to date for our metrics?
What is Avature?
Name one platform a recruiter might use to find candidates who haven't applied directly to an RP job.
What is Indeed or Linkedin?
Your hiring manager hasn't responded to your candidate feedback request. What is your next move?
What is follow up with the hiring manager and clearly communicate the candidate and feedback needed?
A candidate says, "I'm definitely interested!" Then disappears for three weeks. What is this phenomenon commonly called?
What is candidate ghosting?
A candidate interviewed yesterday. What should the recruiter make sure happens in the ATS afterward?
What is updating the candidate's stage/status and bugging your hiring manager for the appropriate activity or feedback?
What is the difference between an active and passive candidate?
What is...
active candidate is actively looking/applying, while a passive candidate isn't necessarily job searching but may be open to the right opportunity.
A hiring manager says, "I'm not sure about them." What should you ask next?
What is "What specifically are your concerns?"
What is a recruiter's favorite phrase when circling back with a hiring manager for the third time?
What is "Just wanted to follow up..."
A candidate is sitting in the wrong stage in Avature. Why does fixing it matter?
What is maintaining accurate candidate tracking, reporting, communication, and visibility for our recruiting team?
(any of those will be accepted)
During a phone screen, what should you be trying to determine beyond whether the candidate "seems nice"?
What are experience, qualifications, motivation, communication, compensation expectations, location/work arrangement, and overall fit for the role?
A hiring manager says they want someone who is "a culture fit." What should the recruiter do?
What is ask the manager to define the specific job-related behaviors, skills, and competencies they're looking for?
A candidate says they are looking for "something around $80K" and the approved range is $60K-$70K. What should you do?
What is have a transparent compensation conversation before moving too far into the process?
Your hiring manager asks, "Where are we with this candidate?" What is the first place you should be able to look?
What is Avature?
A candidate looks perfect on paper but gives vague answers during the screen. What should you do?
What is ask targeted follow-up questions to verify their actual experience and level of ownership, digging deeper, or finding their why?
Your hiring manager wants to interview someone who doesn't meet a required qualification. Should you automatically reject the candidate?
No. What is discussing the gap with the hiring manager and determining whether the requirement is truly non-negotiable?
A candidate cancels their interview 10 minutes before it starts because "something came up." What should you do?
What is stay professional, determine whether they're still interested, and reschedule if appropriate?
You discover that several candidates haven't been dispositioned and your requisition is about to close. What should you do?
What is review the candidates, document the appropriate disposition/status, and make sure the requisition accurately reflects the current pipeline?
You have sourced 50 candidates and only 3 respond. What should you evaluate before deciding sourcing "isn't working"?
What are:
the candidate pool, search criteria, outreach messaging, compensation, location, market conditions, and whether the requirements are too restrictive?
You have a hiring-manager meeting tomorrow and no new candidates to present. What should you bring instead of pretending everything is fine?
What are
market feedback, sourcing activity, pipeline status, challenges, candidate themes, and a clear plan for next steps?
You finally find the perfect candidate after weeks of sourcing. The hiring manager says, "Let's wait and see who else applies." What should the recruiter do?
What is communicate the candidate's strengths, provide market context, and push for timely feedback so a strong candidate isn't lost?
(And scream in a pillow)