Qualified Applicant• Meets all requirements of job opening.• Better applicants also meet employer preferences.• Interested in job opening.• Fits company culture.• Is able to present self well on paper, in interview.
Working with Job Seekers Thinking Like a Recruiter
Recruitment Value-Add• Speed • Pre-screened pool of “A-Level” applicants ready for quick referral • Complete, up-to-date candidate profiles • Effective processes in place for identifying and referring.• Quality of referrals • Structured screening processes based on employer needs • Evaluation and prioritization of candidates • Candidate profiles • Preparation of Job Seekers • Follow-up and documentation
Source Candidates• “Sourcing”=finding best candidates to meet employer needs.• Start with matches from the system—who is qualified for work in your industry cluster? Who could be an “A- Level” candidate?• Use LinkedIn and other sources to identify other potential candidates who may be qualified.
Pre-Screen & Document• Ensure complete profile• Interest in various positions, salary range, benefits, etc.• Pre-screen interview
Pre-screen interview• “Tell me about yourself.”• “What are your strengths/weaknesses?”• “Why should I hire you?”• Key Behavioral Interview Questions for the position: • “Tell me about a time when. . . “ • SAR Model • Situation/Task • Action • Results
Qualify and Rank• A Level • Has the skills, experience, education and necessary licenses/certifications • Appropriate employability skills• B Level • Has qualifications for work, but lacks employability skills.• C Level • Lacks both qualifications and employability skills
Look for. . .• Do they have the right experience for the job openings?• Is their experience recent?• Do they have the right education/credentials?• Do they have an appropriate job history for the industry?• Do they present themselves with the appropriate level of professionalism for the job/industry?
Working the A-Levels• Find A-Levels within the system• Identify additional A Levels in the County and pull into the system• Actively get A-Level resumes in front of decision makers• Coach A-Levels to respond to specific opportunities• Maintain ongoing communication/contact
Working the B Levels• Actively develop their employability skills: • Interviewing workshops and coaching • Resume revisions • Coaching on follow-up, presentation skills• Build in experiments and feedback loops • Refer to low-risk job opportunities • Debrief on what happened and help them troubleshoot
Managing the Referral1. Contact job seeker to determine interest in position2. Contact employer— • “I have a great candidate for you, can we set up a time for you to interview?” • “You want to screen the resume? No problem—I’ll send over. In the meantime, why don’t we set up a time for us to review/discuss”1. Contact applicant again to prep for interview2. Contact employer and applicant following the interview to get feedback/refine.
Prep for Interview• Provide information on job/company and people with whom candidate will meet.• Coach applicant on interviewing with the particular company• Ensure applicant has all necessary information on interview.
Post Interview Debrief• With Applicant • What happened? • What worked/didn’t work • What did they like/not like about company, job etc. • Next steps • DOCUMENT!• With Employer • What happened? • How did candidate present self ? • How can info be used to refine process for next time? • DOCUMENT!
Ongoing. . .• It’s about relationships!• Document, document, document• Maintain communication • Tickler files for check-ins • Share articles on job search techniques, industry news• Engage job seekers in updating profiles• Work on bringing in more A-Level players and moving B-Levels to A-Level