Follow Up Calls

Follow up with Candidate after the 1st Interview
We have learned that the most effective speakers will tell us what they're going to say; then say it; then tell us what they just said. We do a very similar thing that an effective speaker does while working with our candidates and our clients. In other words, we tell our candidates about the job and how we are going to get them in front of the employer, then we tell them that we are going to follow up to see how the interview went, and then we follow up afterwards to see how things went just as we told them we would. Much like closing, following up with your clients and candidates must happen early and often in order to retain control of the process. If you happen to leave a stone unturned, it will eventually grow teeth and bite you!...Keep Reading

Follow up with Employer after the 1st Interview
“Good morning Bruce. As we agreed, I wanted to follow up with you to see how you felt about the interview. So let me explain how Rob felt about this opportunity.” At this point, you will want to explain how your candidate felt about this job opportunity....Keep Reading

Checking References
Reference checking is an absolute essential part of your day-to-day practice. In order to perform adequate service for your clients, you must know whom you are representing. A benefit to you as a recruiter is a well-conducted reference check and it offers an excellent opportunity for you to introduce your services to those with whom you are checking references. Virtually all of your reference checking will be done over the telephone. The main objective of the reference check is to verify the information that was given to you by the candidate on the application. In addition, a reference check will give us some insight on our candidate’s strengths and weaknesses so we know how to present them to our clients....Keep Reading

Follow up with Candidate after the 2nd Interview
The second or final follow-up process that takes place with the candidate and client is not much different than the first follow-up that you conduct. As a matter of fact, you will notice that most of the questions are the same with the exception of two....Keep Reading

Follow up with Employer after the 2nd Interview
“Bruce, I just heard back from Rob and he is just as excited about the opportunity with your company as he was after the first interview. As a matter of fact, he may be even more so than after the first interview. From your point of view, did it go as well as the first interview?”...Keep Reading

Reviewing the 2-week Notice with the Candidate
Now, there is just one more step that you need to take in order to ensure that the candidate will show up on the first day at his new position. An acceptable start date for both parties should not exceed two weeks from when they candidate turns in his resignation. There are very few circumstances that require a candidate to give more than a two-week notice and it's generally only when a severe hardship is placed on the candidate. It is important to know that a completion of a project for the candidate’s benefit is never a sufficient reason for a termination extension. Once an offer is made and accepted, the candidate’s loyalty must be directed to their new employer; this loyalty will help avoid problems in this area....Keep Reading