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Recruiting tip 2, Resume tracking recruiting and scanning software
Recruiting Software
handbook; Applicant interview
preparation
Note:
Software for resume tracking recruiting and scanning by Blackdog; embeds the recruiter handbook.
• The interview questionnaire has been mailed.
• Told them how to dress, remembering that one man's idea of 'spiffy'
is another's picture of 'ridiculous.'
• Told them how to fill out an employment application. Leave expected
salary off, no reference names that you don't already have, no
discrepancies in the resume you have, and application filled out neatly.
• Prepared them to ask intelligent questions and avoid monopolizing the
conversation. • Convinced them not to establish a salary figure.
• Lectured them on the dangers of 'Bad Mouthing' former associates or
employers.
• Explained that the 'Art of Interviewing' means to always get the
offer and never react to negatives in a negative way. The time to respond
to negatives is better after you have an offer, when you can do something
about it.
• Have they been 'charged up' and made acutely aware that enthusiasm
for the opportunity will win over everything -- dollars, title,
responsibility and experience!
• Has all of the above been explained enthusiastically and painted in
vivid pictures, leaving absolutely no question as to what the recruiter
means?
Note:
Resume tracking recruiting software by Blackdog provides an applicant snapshot that
can profile profile an applicants interviewing tendencies.
Debriefing an applicant by the
recruiter
An applicant should call the recruiter with
interview results as soon as she/he can get to a phone where they can talk
in private. She/he has to trust that this is in her/his best interest. The
objective of the debriefing is to prepare for the call to the client and
to continue the closing process which was started in the initial contact
with the applicant. Closing issues which should have been addressed before
the interview by the recruiter and the resume tracking and
recruiting software
should be able to easily display these
issues.:
1. The kind of job he/she wants, the type of company, the work environment, the type of people he/she
wants to work with, type of supervision he/she is looking
for.
2. Location - they are prepared to take a job in
this location, and they are planning to commute or relocate. If relocation
is the plan, then relocation dollars have been addressed and you know whether or not this is a prerequisite to
accepting the job. If it is, what are the dollars
involved.
3.
Salary.
4. Start
date.
5. Counter offers, is he/she
prepared to turn down a counter offer from his/her present
employer.
6. How the spouse feels about
the career change and what he or she wants from
it.
When the applicant calls, the recruiter
should ask:
Note:
Resume
tracking and recruiting software should always be record the
debriefing by the recruiter
1. To describe the interview in detail.
2. What questions were
asked?
3. What were your answers to the
questions?
4. How do you feel about the
job?
5. Do you want the
job?
6. The name and correct spelling of everyone you talked
with.
7. Starting offer, start date, title
and position, do you have authority to accept on their
behalf?
8. What do you have authority to turn
down?
9. What was your impression of the client's
interest?
10. What might the client see as
drawbacks?
11. What can you bring to this
job?
12. How did the client leave
it?
13. Did you fill out an
application?
14. Did you provide
references?
15. What references did you
provide?
16.
Was salary discussed; if so, what did you say about
salary?
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