Interview Preparation

This article reveals seven opportunities recruiters are now using to add more value to their clients and candidates and get more placements done with less effort. Using simple technologies like video and new sourcing tools, the best recruiters become more productive.

Each opportunity is presented in the context of a typical recruiting process.

The job order desk is where recruiters have the first call with the hiring manager. We need to select the actual search criteria that will help us get candidates. We also need to know the high end of the salary range, work authorization status, and work environment (remote, local, hybrid).

1. Opportunity: During the job order intake call, ask the hiring manager about their interview process. Ask them about the interviewers’ interview skills, how they are coordinating interview questions across the team, documenting candidate evaluations, and how the interview team makes the hiring decision. Provide the hiring manager with a guide to best hiring practices used by top employers. selecting excellence is an example of a data-centric recruitment process. Click here to download. https://tinyurl.com/3br4a7s9

Recruiters often use various methods to find candidates, from intensive manual techniques to highly automated techniques.

2. Opportunity: Automate sourcing by using AI-powered sourcing tools that search multiple career sites, LinkedIn, GitHub, and industry-specific portals. These sourcing tools also include email functionality so you can get in touch with hundreds of target candidates automatically. These tools are widely available. Be sure to try a few before committing to the best one for you.

Recruiters perform various levels of selection. The worst recruiters don’t do any selection. The best recruiters thoroughly evaluate candidates based on the experiences and key characteristics of the candidates most important to the hiring manager.

3. Opportunity: Improve candidate selection by using video Q&A, automated chatbots, and audio recordings of the recruiter questioning each candidate. These tools are also widely available. Be sure to test a few before committing to the best one for you and the types (levels) of candidates you are placing.

Most recruiters submit candidates by either emailing the candidate’s resume or entering the candidate into the employer’s Applicant Tracking System (ATS).

4. Opportunity: Standardize the presentation of your candidates by using an email template or personalized candidate landing page, which presents the candidate’s key information and audio/video recording of their responses to your screening questions.

Coaching candidates before the interview is the most impactful and overlooked opportunity to increase recruiting productivity and placement revenue. Three frequently used interview preparation methods are listed below, in order from most effective to least effective.

5. Opportunities:

1. Video e-learning application: Interview Mastery for Recruiters https://www.interviewmastery.com/store/nyz3W96U

2. Pre-interview checklist: Download this example https://tinyurl.com/y9f8f4x9

3. 30-Minute Coaching (Phone or Zoom): This method is time consuming and the least effective for improving your candidate’s interview skills.

The recruiter’s journey to fill a position is far from complete when an offer is submitted. If the candidate does not accept the offer, he must restart his recruiting efforts.

6. Opportunity: Send your candidate a video illustrating simple ways to answer your 3 key questions; “Is this the right job, the right time, and the right compensation?” This is an example of a video featured in Interview Mastery for Recruiters. https://tinyurl.com/mwwe3f49

Your candidate’s first 90 days on the new job are critical to their long-term success and reputation in their new role. 90 days is also a typical rate guarantee period.

7. Opportunity: Coach your candidate on how to create a to-do list for their first 90 days to help them get up to speed quickly. Go through the list with them, give them examples, and then suggest they share the “first 90-day plan” with their new manager during the candidate’s first few days in their new role. You can also create a short video instructing your candidate on how to create a “First 90 Day Plan” including a downloadable sample.

Click or go to the following URL to 7 additional shapes recruiters are adding new value to clients, improving relationships and placing more candidates https://tinyurl.com/2p8zc3b6