Miscellaneous
Name 3 sourcing platforms
LinkedIn, Ziprecruiter, CareerBuilder, Bullhorn, Referrals, Vivian, Facebook, Indeed
What is the goal of a phone screen?
Screen a talent 'in' or 'out' by identifying SLOMA
What is the goal of a lockdown?
To set all expectations and prepare the talent for the position they're being submitted to and the offer they're willing to accept. Last chance to address any red flags or answer any questions you or the talent has before submittal.
What are 2 ways to remember to follow up with talent that's looking months into the future?
Outlook and Bullhorn Tasks
If a talent sends you a resume, what do you look for to update into 'Prolink' version?
dates/years of employment, gaps in employment explained, trauma level or bed size, correct contact info, unit specifics, ability to easily follow experience
What sourcing method or platform have you found the most success in? Give 1 or 2 tips on using that platform
--- can be any answer as long as an example is provided ---
How many jobs do you pitch on a phone screen for a qualified talent?
At least your focus req and 1 other job
How else can you ask a talent to see if they're engaging with other agencies/considering other offers?
What other agencies/recruiters are speaking with you? What other positions have you seen that peak your interest? Are you subbed to any other positions? If so, tell me about them.
Have them let you know of any new engagement for other positions after lockdown call.
Tell us how you stay organized throughout your day and why you chose that method?
--- any answer is acceptable as long as they provide specifics and why they use that method --
Role Play how'd you'd ask for a referral from an uninterested cold call talent?
-- give points if they're unique, not just saying ''hey do you know anyone who would be interested?''
-- think WHO before DO you know anyone?
After Phone Screening a talent, what are 2 action items to set before getting off the phone?
1. When your next call with them will be.
2. What they need to send you to build a profile.
Role Play a talent providing your RTO post lockdown/submission
Ask questions about why it changed, talk about potentially needing to speak with scheduler on site, importance of needing it prior to submission (guarantee vs not)
Walk us through your process on how you organize your talent and leads for follow up?
Add to saved tearsheet, warm tab BOB, pen to paper warm list, pull recv text and phone screens.
Role Play coaching a talent after receiving feedback that the talent is continuously late to their shift
-- Be sure response includes asking 'why' the talent was running late, if they know what the expectation is and what they're doing to correct it moving forward
Building rapport, describe next steps and expectations, set a firm follow up plan and time, send them contact info via text or email.
Describe the verbal acceptance policy
Talent must accept the position in which they're offered as long as the details do not change from time of lockdown/submission. Once accepting, the offer is final and we do not wait for OL to be signed to get process going.
Role Play how'd you'd ask a talent about their specific work/unit experience?
What unit specialty are you in now? What unit specialties have you done in the past year? Which unit specialties have you done total? (think neuro, trauma, ortho, etc)
Role Play how'd you'd set post submission expectations to the talent for what's next?