lers constantly strive to find technology which makes name gathering and associated email and telephone numbers more efficient. Which are the top 3 software packages available to the recruiter?
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do? - I can't get them on the phone." That's a different topic. Her topic is about uncovering the process, setting expectations and then expecting feedback in the agreed upon time frame.
What I gather from your reply is one should get the feedback from the candidate first (which happens 95% of the time) and immediately call the client and flood them with how much the candidate loves them and wants the position. In my opinion this is the very worst approach to the most critical (or top 3) parts of our job.
Once you tell the client how much your candidate loves them - they no longer have a need to sell. So you've cut off any "stretch" they may have been considering. Heck - if the candidate loves them so much - why should they use the maximum salary range? The list of reasons why this is wrong goes on and on. I've only had 1/2 cup of coffee so far today. Maybe I'll come back and add a few more thoughts.
I'll wrap up with this. In recruiting there are what I call "critical" non-sell/information gathering times. Interview follow up is information gathering and refining concerns/objections then closing toward the end in summary fashion.
NEVER call the client and tell them how much the candidate loves the job UNTIL you've gathered the client feedback FIRST. Then - do it one little piece at a time.…