Just like a golfer tees up the ball to optimize their drive for distance and accuracy - a Recruiter needs to prepare thoroughly before embarking on a candidate search, to maximize the chances for a successful outcome.
Proper qualification of a new requirement or job order is both a critical part of the recruiting process and great opportunity to further cement the relationship with your Client. I've seen too many Recruiters scurry off at the sniff of a new job order and start blasting away without having much of a clue as to the nature of the requirement or their chances of success.
I have worked with a multitude of recruiters and account managers in my twenty years in the industry in the UK and the USA. Most recently, I was the Managing Director of Kforce's Silicon Valley Technology Practice. Everyone has their own recruiting processes and some people choose to fly by the seat of their pants. I am however, a big fan of checklists - and thought I would share one of my favorites with everyone here at RecruitingBlogs. I hope you find it beneficial - you can even follow the link at the bottom of the page to my website and download it as a PDF.
I have always made a habit of scheduling a meeting or conference call with my Client at the outset of any new assignment - contract or permanent. Once I have scheduled the meeting or call, I will also invite any associates who will be involved in the Search to join by conference call, including Sourcers, Recruiters, Account Managers and sometimes even a friendly Techy. (This really helps with "buy-in" if you are sharing the responsibilities for the Search)
The first set of questions will allow you to properly assess the value of the opportunity and prioritize resources and efforts accordingly. (Or walk away). Don't underestimate the power of these questions - they'll save you a great deal of time and wasted effort in the long run - and you will also set yourself apart from the competition by demonstrating your comprehensive and professional approach.
Once armed with this information - you will in a good position to measure the business opportunity (for you) and continue your questioning accordingly. If your interest is waning already (Client has strong pipeline or urgency is low) - be honest with your client about your priorities. Better to wrap the meeting up now and save everyone some time than make promises you can't keep.
Let's continue and pursue a line of questioning to examine the type of candidate we are seeking, from a skills and experience perspective:
Now let's add some color to the picture by looking at the work environment:
OK, now let's get some facts and figures:
Now it's time to determine the hiring process and set expectations:
In conclusion I advise the following approach:
From a recent experience I would add one I think you've missed - "Do you have the authority to activate this assignment?". I asked the question, but got the wrong answer and it's caused some real challenges.
Good point Martin. I was sort of making that assumption already.
Would love to be on a 3 way call with a recruiting coordinator at law firm to see how you would get answers to those questions. Would you be up for it?
Theresa Hunter
It sounds like you are not convinced that my approach would work for you Theresa - which is fine. The point of the post was to provide some value to the community by sharing a process that has worked for me.
When I first started in this business of recruiting we had a job order form that ask all of those questions and more. I filled the form out to get to know what the client was looking for and what the client really wanted. I agree 150% with you on what you are saying. I am just saying that if you can show me a way to get even 50% of those questions answered I would be tremendously grateful. I would love to hear how you would go about doing it is all I am asking. In my current industry "most of the time" and the key word is most you are not dealing with the hiring authority you are dealing with the recruiting coordinator. Just as an example I am trying to get the RC to understand it is not about changing addresses it is about opportunity as to why someone would want to look at their firm and all she could say was " they are a patent attorney they should know what a patent attorney does!" This is what I am up against.
I did not mean to come across as it does not work. I would love to be able to get a complete JO filled out so I would be able to go out and sell the position to candidates. I was more hoping you would show me something that I am not doing which might help with the JO getting done. Sorry.....
Theresa - thanks for the clarification. I would advise against working with clients who are not willing to partner with you up front as they clearly don't understand the true value of what you do.
I agree but this is the way of law firms. You need to work with the big ones as they can support paying a fee and I have tried to work with smaller more intimate ones but they can not really pay the fee so it is not feasible. I will call the Partner when I see the firm has an opening and sometimes they will take the time to talk with me about it and than I get a call from the recruiting coordinator telling me I need to direct all of the my calls to them. Partners are billing machines just like associates so I do understand a bit why they are the way they are. I just wish they would give the RC the information so it makes it easier on everyone.
All good stuff Marcus and mirrors what I have been putting in to place on my desk over the last few years one new thing I have been doing this year and it has been very successful is when I speak to the client to get the spec on the vacancy is that I let them know how scarce good candidates are (they really are at the moment) and the process I follow is that when I have confirmed availability, suitability and interest with a candidate i'm going to call the client on their mobile talk through the CV and arrange an interview only when I have arranged the interview will they get a copy of the CV. You have to be brave at the front end but it's paying dividends, no more CV's disappearing in to a black hole never to be heard from again, really good relationships developing with clients and ultimately more placements !!
@Terence sounds really like a wonderful idea. When you are talking about the CV who are you talking with?
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