ed our time talking; I've long moved on to do very different things. Had he simply "googled" me prior to talking he would have saved himself a call.
What do you do in terms of searching for info on the web to find out about the person prior to making that call?
t yes, but let's remember references are given by the candidate, in most cases that means they are already pre determined to say positive things, weather true or not. Also remember that there has been case law of references and companies being successfully sued over the information they provided via a reference or prior company check. Asking the questions I listed to the candidate and then listening carefully to the answers will tell you much. Also remember that some references may not have all the detailed info as it relates to the questions I listed. The candidate will and if asked properly and you listen to the answers carefully and see how the answers correlate to the resume and background. You will gleam the needed info. I have been doing this for many years and this method has not failed me yet.…
hone screens, I'm not likely to click a link (but it depends on the type/level of position). If the person gets past the initial screening step, I'd probably want to see more info before moving them to the next phase of the process.
There's still a lot of people with crappy LI profiles, so it concerns me if they put the link to something that doesn't do them any favors. …
n. Little did know, the candidate had been introduced to my client by another agency prior to. I know how to play nice in the "staffing sandbox" and know that the employee should go through the agency he was initially presented by. However, my contact was told by the candidate that he was going to be fined 20% by the other agency if he had gone through us so he cancelled his appt. My personal opinion is that I don't think it's right for an agency to fine a candidate and any type of "fines" or discrepancies should be between the client and agency. Is this normal to "fine" the talent? …
ou are expected to give away the contact information of 20(!!) of your friends/associates. That's asking an awful lot without any reward, in my opinion. But, you may not have ruined your relationships with those friends/associates for nothing (having just paraded their personal information on the web willy nilly): after giving out THEIR personal information, you are finally allowed to request (via application) membership to professional groups--still no guarantees of benefit. I doubt that I need to say more, but I know that some of you get overexcited about random promises of connectedness and fortune. For this (perhaps small) group of readers here, for your own sake, head my advice: treat the personal and professional information of others as though it were sacred. Few things will ruin your relationships faster than publicly violating the trust of those who respected you enough to give you their contact info in the first place.
tion package with generous bonus/commissions along with all the software tools like ATS, VMS and multiple job board access to make you successful.
Role includes, but not limited to:
• Develop & Manage the assigned large accounts
• Ability to meet & exceed the staffing metrics and goals
• Prior Sales & recruiting experience is highly desired
• Multi-tasking & high volume recruiting skills are MUST
• Identifying candidates using multiple sources (online job boards, referrals, etc.)
• Screening resumes to identify qualified candidates
• Performing initial interviews and technical screening with candidates
• Negotiating pay rates with potential candidates
• Coordinating and managing the interview process
• Processing new hire paperwork
• Maintain Employee Files
Present offer letters
Conduct Background/reference/credit checks & screenings.
Conduct Reference checks
Ensure required new hire paperwork is completed
Administer Benefits information and paperwork
• Follow-up with consultants on a regular basis to check on their project status
If interested pls send us your detailed resume with salary expectation info to (firstname.lastname@example.org)…
have interest. If this person is in their system, then they have all of their contact info and you cannot fight city hall. Your submittal may have brought candidate back into their minds, but there really is nothing you can do. If I am wrong on this, I would love to see how others approach this. Thanks! Professional Recruitment Resourc said:
How would you respond to an in-house recruiter who claims prior referral, "several months ago from the corporate sourcing team" but has not had any contact with the candidate, ever. The candidate did not know the practice, the members, recognized no names of the hiring organization and did not recognize the name of the in-house recruiter. The candidate wants to go to the next step and may, or may not, accept an offered job. Thx
e to the vest and not made public.
Legality aside, though, I don't think it is appropriate to give inside pointers on interviews. I'm curious what other recruiters think about this, but I want a candidate to ace an interview because he or she is the right person for the job, not because they got some back-channel inside information. I regularly sit in on interviews with my managers or join conference calls for phone interviews but refuse to give pointers and advice to new candidates who interview. I want them to do their own prep and research. I think it gives an unfair advantage to be giving out information about specific interview questions or material and it can lead to an inaccurate representation of a candidate. This can lead to hiring somebody who is not actually the most qualified for the job based on the inside info they received prior to the interview.
This is not to say that I think interview prep is a bad thing. I think it is good practice to give some general pointers to any and all candidates regarding what to wear, the format to expect, and perhaps even some best-practice coaching on how to answer questions i.e. STAR format.…