Recruiter Academy Certified Recruiter Program

Transcription

1 Recruiter Academy Certified Recruiter Program Module 10 Performing A Structured Candidate Professional Discussion & Managing The Candidate Experience

2 Housekeeping Be Present! Shut down your or other applications! If you have a question and/or want to make a comment: o Let me know via chat and I will unmute you! o Type your question or comment in the Chat Room Box. Pay attention there will be a Retention Quiz after each Class. J

3 Mindset To Maximize What You Learn! I know this...i ve done this before Ask yourself - Are you doing it now? Identify methodologies, tools and techniques to Get 10% Better!

4 Class Review!

5 The Art & Science of Recruiting Top Talent AKA Candidate Engagement

6 Sourcing Candidates Candidate Engagement Today You Will Learn: How to effectively time your messages so candidate respond faster How to craft a compelling message (value proposition) that can be used when leaving VMs, sending s, building job postings, etc. Best Practices with respect to making your s mobile friendly An effective communication cadence to get MORE candidates to respond faster How to ensure your messages (especially VMs) have great Tonality Best Practices when Cold Calling passive candidates How to drive more quality conversations with Top Candidates

7 Structured Candidate Intake Session & Managing the Candidate Experience

8 Pre Work Action Items Review and Have Available: Candidate Intake Form Candidate Interview Preparation Checklist & Template Hiring Manager Interview Preparation Checklist

9 Performing a Structured Candidate Professional Discussion Today You Will Learn: How to perform a Structured Candidate Intake Session with candidates to: o Build rapport and set the tone for a professional discussion (versus interview) o Identify candidates monetary & non-monetary motives o Build your candidate case How to manage a Lean, customer-centric hiring process reminders How to prepare both the Hiring Manager and Candidate for their interview to Set them up for success

10 Some Commentary... People are 10,000 times more interested in themselves than they are in you (or your product - or your service). You can make more friends in two months by becoming interested in other people than you can in two years by trying to get other people interested in you. - Dale Carnegie Be Interested, Not Interesting

11 Some Commentary... Most people don t like to interview! You usually won t get unsanitized information from a candidate during an interview. Pre-screen / Interview Should be a Professional Discussion.

12 Candidate Intake Session! (AKA Professional Discussion) We believe a Candidate Intake Session should drive the Pre- Screen and Assessment process for effective time management. To build rapport (and get honest answers), an Intake Session should be a professional discussion, not an interview! Candidate Intake Session steps: 1. Preparation, Greeting, and Position Review 2. Information Gathering 3. Candidate Assessment 4. Customized Pitch Based on what they want to buy 5. The Close

13 Candidate Intake Session - Step 1 Preparation - In preparation, you should have: o Candidate Resume/Application. o Validated Assessment Results (if applicable) o Position Description/Hiring Manager Intake Guide. o Candidate Intake Guide (with questions on back). o Candidate Summary Sheet (if applicable). The Greeting - Setting the TONE! Set Agenda for Discussion. o Happy Tuesday o I m glad you could take the time today. I hope to accomplish three things on this call (during this meeting). 1. Get a good understanding of what you currently do, and most importantly, what you are looking for in your next opportunity. 2. Provide you with as much information possible about the position and our company. 3. Answer any questions you might have. 4. ICE BREAKER Questions: Before we get going.. I see that.... OR How is the weather...

14 Building Rapport Best Practices No one likes to be sold, everyone likes to buy - Gitomer

15 Building Rapport Best Practices Find a common bond/relationship: oreview resume for common bonds, people that you know, activities that you can relate to. omentioning these key points will help break the ice and build more trust. How was your weekend? What are you doing this weekend? How is the weather in? Ours is. What information can you learn about them that will allow you to personalize a conversation when you connect in the future?

16 Candidate Intake Session - Step 2 Information Gathering - Be Interested, Not Interesting o Please walk me through your career since you left school. Capture Motives to Move! Why would you leave your current position? What type of opportunity would interest you? Learn all you can about the candidate and the company. It will help in developing your Career Comparison and to source for other candidates. Pre-Analysis o To save time, you can turn off the candidate at this point if they are not qualified. Thank you for your time, now that I have a good idea of your background and what you want to do...

17 Candidate Intake Session Steps 3 to 5 Candidate Intake Session steps: 1. Preparation, Greeting and Position Review. 2. Information Gathering. 3. Candidate Assessment. 4. Customized Pitch Based on What They Want to Buy! 5. The Close.

18 Develop the Candidate Case & Next Steps From your Intake Session with the candidate, you should: o Have identified 2-5 non-monetary reasons they would leave current position - even if they are passive. o Have identified all negotiation factors BEFORE sending to hiring manager for interview. Make sure you set SLAs with the candidate: o When you will provide feedback to them on their candidacy. o Interview process - assume the manager will want to interview them!

19 Driving a Lean Staffing Process Best Practices Link In with all promising candidates! Adhere to Lean Interview Best Practices Set a debrief meeting after interviews (schedule in Outlook) to get immediate hiring manager feedback.

20 Interview Preparation Hiring Manager & Candidate Interview Preparation

21 Candidate Interview Preparation Check List 1. Reconfirm Interest in position. Ensure nothing has changed with respect to other opportunities, compensation, etc. 2. Make sure they don t have any questions regarding the position. Do you have any questions regarding the position you will be interviewing for? 3. Review Interview Logistics: location, directions, parking, and emergency contact #. 4. Review Interview Format: Interview process (behavioral?), length of interview, who they will be interviewing with (and the interviewer s background). 5. Tell them this is a mutual interview. Us interviewing them and them us! With that said, make sure they are prepared to ask any and all questions related to the position, the department, company, etc. NOTE: We recommend that they direct all HR questions (benefits, compensation, parking, etc.) to us - the recruiter/hr professional. 6. Discuss dress code for interview. If candidate is coming from work, hopefully the manager will be ok with them coming in their work clothes. 7. PASSIVE CANDIDATES: Make sure they remember it is an interview and that they need to articulate their experience, etc. 8. If they want the job, let them know it! From what I have heard, I am excited about the opportunity. I look forward to the next steps. 9. Make sure candidate brings copies of resume (portfolio if applicable). 10. Set up time to talk after the interview to Debrief!

22 Hiring Manager Interview Preparation Check List Ensure Hiring Manager has all the candidate credentials (resume, application, validated pre-assessment results, etc.) in advance of the appointment. Review Interview Logistics: where they will meet, directing/walking candidate back to HR/lobby/parking area. Review Interview Format: Interview process (behavioral?), length of interview, who they will be interviewing with (and their interviewer s background). Share candidate intake information: Candidate is active/passive, timelines related to other opportunities they have, etc. If they are passive make sure the manager knows this. Tell them this is a mutual interview and they will need to promote this opportunity to be able to recruit TOP TALENT! This is us interviewing them and them us!...the market has shifted and top candidates have options and are hired quickly. Make sure the hiring manager is prepared to answer any and all questions related to the position, the department, company, etc. NOTE: We recommend the HM direct all HR questions (benefits, compensation, start date, parking, etc.) to their HR/Recruitment professional. Discuss appropriate dress code for interview: If candidate is coming from work, inform the HM they may arrive in work clothes. Hopefully the manager will be understanding. Set up time to talk after the interview to Debrief: Share your insights and analysis of candidate strengths and developmental areas to assist HM in making an informed selection.

23 Interview Preparation Template Hi Greg, Congratulations on your interview for the Radiologist position! Logistics: Date: Thursday, December 22nd Time: 2:30 p.m. EST Interviewer: Bryan Johnson, Director, Radiology. (Linked In Profile) Location: Telegraph Rd. Ste 320 Bingham Farms, MI (Enter through East side of building - elevator will be on your right.) If you get lost or are running behind, please call Bryan s administrator Don To prepare for the interview I would recommend: Reviewing the position description and our website to identify any questions you want to ask the hiring manager. Bring an extra copy of your resume (just in case! J) If you have any questions, please don t hesitate to ask. Kristine

24 Performing a Structured Candidate Professional Discussion Today You Will Learn: How to perform a Structured Candidate Intake Session with candidates to: o Build rapport and set the tone for a professional discussion (versus interview) o Identify candidates monetary & non-monetary motives o Build your candidate case How to manage a Lean, customer-centric hiring process reminders How to prepare both the Hiring Manager and Candidate for their interview to Set them up for success

25 TAKE ACTION! LinkedIn Challenge Who can grow their LinkedIn network the most over the coming weeks? Complete the LinkedIn Challenge form found in Module 6 with your NEW total number of connections, and we ll discuss in Module 11 who has grown the most.

26 Journey From Good To Elite The Post Class Action Items for this module are listed below. If you have any questions, or need clarification on any item, please feel free to contact the instructor of this module directly or us at 1. Customize the Candidate Intake Session Form for consistent use with candidates: A. You can create multiple versions for exempt, non-exempt, etc. 2. Use Candidate Intake Session Form to identify: A. What you can pay. B. What the candidate makes (base, bonus, benefits, vacation, etc.). C. Fair market value. 3. After the next 5 Candidate Intake sessions, meet with your mentor/coach and review the candidates non-monetary Motives to Move and negotiation factors. 4. Develop and customize your Hiring Manager and Candidate Interview Preparation Checklists: A. Develop your own Candidate Interview Preparation s (for local & out-of-state candidates). 5. Complete the LinkedIn Challenge! Fill out the LinkedIn Challenge in Module 6 with your NEW total number of connections. 6. Take the Module 10 Quiz.

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