Briefing the Candidate
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Briefing the Candidate

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Briefing the Candidate Powerpoint

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  • MLPAsk: When should you conduct the candidate brief or Prep?Answer: The day before the interview (face to face ideally) or the night before.
  • RobWho is selling in the interview process? The candidate or the client?The answer is bothIf it is a good client – they should be selling the opportunity however, the candidate has to sell themselves.
  • Rob
  • Open ended questions include: Who, What, When, Where, Why and How. Value of the call to you immediately after the interview. If during the interview the candidate answered a question poorly or missed an opportunity to convey a key skill set, we as recruiters can be prepared to strengthen THEIR candidacy. This positions the candidate in the most favorable light. This is one of the greatest advantages a candidate receives from working with a recruiter VS going on their own!
  • Set aside 30 minutes the night before the interview to cover all the points below with your candidate. Ask your candidate to take notes. Remind them that interviewing is selling and that they will need to know what the buyer (interviewer) wants before they start selling (talking up their credentials).Open ended questions include: Who, What, When, Where, Why and How. Ask what other questions can we prepare for?Questions to Ask:I (recruiter) gave you good specs, but you must probe further.Ask open ended questions-who, what, where, when, how.Get ready for “OK, tell me a little about yourself.”Give a short (1-2 minute) summary of your background and throw it back to him/her….Brad in HR has told me a little about the position….How do you see this person spending most of their time?What are the problems that need to be solved?Who will I be interfacing with in and outside of the department?What are the short and long range objectives?What are the common traits of successful employees?The key is to understand the company’s “HOT BUTTONS” and talk about the things in your background that are germane to the job.Know the answers to the “DANGER AREA” questionsWhy are you leaving?What are you currently earning?What are you looking for in $?Be prepared to talk about major projectsProblem – Solution - Time spent - BenefitBe prepared for the “OLD STANDARDS”Where do you see yourself in 5 years?What are your strengths?What are your weaknesses?Most significant accomplishments.What can you do for us?
  • Additional Questions to AskI (recruiter) gave you good specs, but you must probe further.Ask open ended questions-who, what, where, when, how.Get ready for “OK, tell me a little about yourself.”Give a short (1-2 minute) summary of your background and throw it back to him/her….Brad in HR has told me a little about the position….How do you see this person spending most of their time?What are the problems that need to be solved?Who will I be interfacing with in and outside of the department?What are the short and long range objectives?What are the common traits of successful employees?The key is to understand the company’s “HOT BUTTONS” and talk about the things in your background that are germane to the job.Know the answers to the “DANGER AREA” questionsWhy are you leaving?What are you currently earning?What are you looking for in $?Be prepared to talk about major projectsProblem – Solution - Time spent - BenefitBe prepared for the “OLD STANDARDS”Where do you see yourself in 5 years?What are your strengths?What are your weaknesses?Most significant accomplishments.What can you do for us?
  • ClosingAsk for the Job!If 2 candidates are equal in many respects, the candidate who shows genuine interest in the opportunity will get the job!
  • Send out to the candidate before their interview with the client after the candidate breif.
  • Cover again for emphasis! It was in the check list.

Briefing the Candidate Briefing the Candidate Presentation Transcript

  • PRESENTED BY: Doug Klares Tim Donohue John Silver Cost Effective Workforce SolutionsBriefing the Candidate
  • Briefing the Candidate – Why Brief? Who is selling in the interview process? The candidate or the client? Is the most qualified Candidate the one who is usually made the offer? - Often, the person who is the best prepared & sells himself or herself effectively, receives the offer. - An article published by Career Builder states, “Unqualified candidates with very refined interviewing skills often get the job because they present themselves well and appear to 'fit in with the team'.” The client usually makes a decision in the first ten minutes or less. - The candidate never gets a second chance to make a first impression 2
  • Briefing the Candidate – Why Brief? The goal of the interview is to continue the interview process & receive an offer. The prospective employer will make his/her hiring decision based on several factors: - Attitude and Business Poise - Image/Presentation and Communication skills - Experience/Skill Set - Education/Certifications - Transferable Industry/Technical Background 3
  • Briefing the Candidate – Why Brief? Introduce the face-to-face brief during the office visit. – Sell as a benefit. It gives them the “racers edge” on their competition. – Done face-to-face if possible. – Conducted in downtime, usually the day before. Do not do it too far ahead of time. It loses its impact. Advantages of briefing the candidate: – Re-solidifies your relationship and shows our consultative role, which differentiates you from your competition as a top-tier recruiter. – Added control to assist them during the process. Reality is here. No more hypothetical. – Assist in interview preparation, role-play as if you were the interviewer, provide company literature and hot buttons of the client. – It increases their confidence & enthusiasm. – It allows you to do an effective pre-close. 4
  • Briefing the Candidate Overview – When do we brief the candidate? – When do we give them the information about the company and the contact? – What do we review with them the day before the interview? – Set aside 30-40 minutes of uninterrupted time – Make sure they take notes – Discuss with the candidate all the factors that will increase their interviewing effectiveness – Utilize the Candidate Briefing Checklist – Send the candidate our Interview Preparation document 5
  • Briefing the Candidate – Interviewing Effectiveness Factors to be Covered – Create excitement - show how their most important criteria for a change is being met. Your enthusiasm will help carry them throughout the process. – Review the job requisition requirements & the candidate’s background and skill set that will excite the client. Highlight strengths, role-play and down play weaknesses. – Review information on company age, size, growth, products or service and standing in the industry. Research the company’s website. – Stress the need to sell themselves thoroughly to each person. Never assume a certain interviewer is not a key person. – Pre-frame anything that you think may become an issue such as location, age or looks of the company’s facility, image of the person to be interviewed by, any area of the job that may be an issue or any negative press on the company. – Emphasize that the objective of the interview for the candidate is to continue the interview process, not to receive an offer and decide if he/she wants it. That creates too much pressure. 6
  • Briefing the Candidate – Interviewing Effectiveness Factors to be Covered – Continued – Focus questions on the position, interviewer, and company, NOT on salary/benefits. Ask open-ended questions whenever possible. The right questions will give you more information on their hot buttons. It also shows you what to focus on and to sell how you fill that need. – Give them the “Interview Prep Packet” found on the ICS intranet. Also include the exact information on the company location, directions, time of the interview (being 15 minutes early, review goals in car), where to park and where to go once in the building. – Get immediate feedback - sell while it is fresh in their mind. Talk freely; this allows you to expedite. Get client feedback. Overcome any objections while fresh in Client’s mind. You need to sell the VALUE to the candidate on the importance of this step! – Now do a pre-close. Hypothesize on offer, refer to needs/wants/desires, re-close on salary, possible start date & re-cover counteroffer. 7
  • Briefing Check List 8 Candidate Briefing Checklist General  Company name & web address  Directions to interview & Time (arrive 10-15 minutes early)  Names of interviewers and backgrounds if possible  Dress, appearance for interview Application  No blanks, no "see resumes"; write "open" for salary desired  Bring copies of resume – minimum of 1 for each person you will meet  Make sure it’s the same resume that you sent to client (any changes, version, etc…)  Meeting HR is not a rubber stamp. Meeting  Mirror the person’s greeting (strength of handshake, etc.)  Be able to walk thru your resume – dates, details, strength of answers – not what you say, but how you say it. Be able to elaborate for 30-60 seconds for each bullet point  Short little blurbs about job changes Client Questions  No closed ended or “Yes/No” answers, Should be: “Yes, and…” & “No, but…”  Have short blurbs showing accomplishments – think in terms of Made/Saved/Achieved  Be prepared to talk about major projects (Problem, solution, Time spent, Benefit)  Know your Strengths/Weaknesses as well as Achievements/Setbacks  Other questions to consider: Tell me about yourself? Where do you see yourself in 5 years? What can you do for us?
  • Briefing Check List - Continued 9 Master the Subjective  80% of the interview is subjective. Once a client knows that you can do the job technically, the other 80% is culture and chemistry.  Counsel on handshake, eye contact, voice level, smile etc… Questions to ask  Questions researched off web site, other well-thought out questions.  Must ask at least 3 questions: o Greatest challenges – 6 months/1 year down the road o Backgrounds of interviewers o 2 Things you would change about the company  Top qualities of successful people in your department/organization Answering the Money Question  My current package is "X"  I've discussed it with "Recruiter" & he/she told me I was within the range for the position and would entertain your best offer.” Candidate Briefing Checklist
  • Briefing Check List - Continued 10 Closing the Interview (ask 2 final questions)  When asked "do you have any further questions?" o Ask: Is there anything in my background or qualifications that would prevent me from moving on in the process or handling the position?  Ask for the job! o Ask: This is exactly the type of opportunity I’ve been looking for. How do I get the position? If 2 candidates are equal in the eyes of the client; the one who asks for the job and shows interest is the one who gets the offer.  Ask for business cards o Why: You will need this information to obtain the exact spelling, address, phone and email of all people you meet so that you can send a thank you note and email. Closing the Candidate Brief  Call me immediately after the interview  Why: It’s important for us to speak before I speak with the client. This way, if there were any problems or questions that you did not address as well as you would have liked, or information that you forgot to convey, I can fill in the gaps and strengthen your candidacy. This can be the difference in receiving an offer or a rejection letter.  End the phone call on a high note to build your candidates confidence. Candidate Briefing Checklist
  • Interview Prep Packet 11 Interview Preparation Packet
  • Briefing the Candidate – Final Step Ask for the job – If 2 candidates are equal in the eyes of the client; the one who asks for the job and shows interest is the one who gets the offer. A good salesman always asks for the order. The client knows you are sincerely interested. Ask for business cards – You will need this information to obtain the exact spelling, address, phone and email of all people you meet so that you can send a thank you note and email. Call me immediately – It’s important for us to speak before I speak with the client. This way, if there were any problems, questions that you did not address as well as you would have liked, or information that you forgot to convey, I can fill in the gaps and strengthen your candidacy. This can be the difference in receiving an offer or a rejection letter. End the call – End the candidate brief on a high note to build your candidates confidence. 12
  • PRESENTED BY: Doug Klares Tim Donohue John Silver Cost Effective Workforce SolutionsBriefing the Candidate Q & A