Skip to main content

Recruiting Call

The greater your ability to tell the client’s story in an engaging manner, the more you’ll increase your chance to “hook” the candidate--which is the first step in creating a dialogue, building a relationship and earning the right to ask for referrals. Storyboarding is easy, if you follow these four simple steps:
1. Set up your presentation. Explain who you are, why you’re calling, and what you hope to accomplish.
2. Describe the dilemma. By its nature, a job opening creates a degree of tension that demands resolution. The more you engage the candidate in your client’s employment puzzle, the more the person will want to help you solve it.
3. Suggest a happy ending. Ride into the sunset with the candidate by describing the hoped-for outcome that would solve the puzzle and benefit the client.
4. Ask for the candidate’s help. This is the proverbial call to action, in which you hope your efforts will be rewarded—in the form of a direct referral, a suggestion of where to look, or a declaration of interest on the part of the candidate.

Comments

Post a Comment

Popular posts from this blog

Project SDLC

For a general understanding of the Project SDLC and we would also like to add that there can be changes to the user or roles and responsibility of the different participants mentioned in the SDLC. Most of the times recruiters are confused as to what is SDLC and wonder about the different roles and responsibilities carried out by the participants mentioned below. Explanation provided below will actually help you understand different user with in the different phases of SDLC and where they come into picture to actually be in a better position to question a consultant against the requirement on hand. It is important to understand the needs, goals, and challenges of the project .The Customer objectives can be defined by the business requirements which are used to determine the scope of the system. When start by defining the business requirements, it is important that the team look at all type...
1 comment
Read more

Recruitment:

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals' off hand knowledge of software packages or their typing skills. At a more ...
2 comments
Read more

DO and DON'T on a call

Don't Ask-- Only with the individual's consent: --School, college records Yes: --Social Security number --Performance at prior workplace --Credit report (but with notice to the applicant in California, Minnesota, Rhode Island, Vermont). (Under federal regulations, credit inquiries that tend to have a disparate impact on minority applicants, disabled persons or women may be closely scrutinized.) Generally Yes: --Smoke at home (The question could lead to a lawsuit; 31 states ban policies prohibiting off-duty smoking.) --Political affiliation (Some states ban discrimination on this basis and political affiliation may not be used for discriminatory purposes in federal-government employment.) Yes: --Ability to perform certain functions **The Americans with Disabilities Act governs these inquiries. Only after a job offer and only if all are treated the same: --Medical examination --Medical conditions --Urine test for drug use (13 states have further restrict...
2 comments
Read more