Interviewing Prospects

Interviewing Overview
In this portion of the material, we are going to discuss how to properly conduct a professional interview. This section will assist you in determining a candidates qualifications, how to rate the candidates qualifications, how to probe the candidate and how to ask the right questions. You will also learn how to prepare the candidate for a phone interview, a face-to-face interview and a potential counteroffer. The purpose of our interview is to gather information, which equates to power in our business. The more information we have about our candidates, the higher success rate we will have in making placements. Just as there are three types of job orders, there are also three types of candidates. The three types of candidates are Marketable (Hot), Matchable (Warm), and Can’t Help (Cold)....Keep Reading

Conduct the Interview
Once you begin the interview process, you will want to tell them right away that your job is to confirm the information they have provided. From here, you can basically follow the interview form for the remainder of this interview....Keep Reading

Mastering the Process
In order to be successful, it is important that you become efficient at interviewing candidates over the telephone. You will want to conduct a short 10-minute phone interview in order to determine whether or not the candidate is worthy of coming into our office. Generally speaking, candidates will feel more comfortable to share information during the phone interview. There are two objectives for contacting a candidate via the phone to interview. The first objective is to determine whether or not they are qualified to fill the requirements of your search assignment. The second objective is to determine whether or not the candidate will follow your instructions that they will be given during the placement process. If during your recruitment process a candidate express an interest in the position, then you will want to obtain a private telephone number and set up a time for when you can contact them to spend 10 minutes on the telephone....Keep Reading

The Counteroffer
Now is the time to discuss the likelihood that the candidate will receive a counteroffer from their existing employer. From the beginning of when you first speak to the candidate, you want to set the stage for a counteroffer. If you don't cover the counteroffer before it happens, it will be too late! It is important that you explain to the candidate exactly what is going to happen when they give their 2-week notice. As a matter of fact, it is important that you instruct the candidate on what to say once they turn in their notice. For example, “Rob, I want to point out that since you are currently employed, there is a strong possibility that when you give your notice that you will be faced with a counteroffer. It is not uncommon for your boss and coworkers to say....Keep Reading

Rating the Candidates
As we discussed earlier, the purpose of interviewing our candidates is to determine what type of candidate we are working with. It’s important to assess whether they are a Marketable (Hot), Matchable (Warm) or Can’t Help (Cold) candidates. It is important that you provide top-level service to your clients by matching the most qualified person to the most appropriate job and how well we do this function is critical to our success. By being able to assess the candidate’s abilities, you will find that placing a candidate in the most suitable position becomes easier with time. Therefore, selection of the proper candidate becomes paramount to continual success....Keep Reading