Recruitment Cycle Candidate

1, Register Candidate
Make sure you have an excellent understanding of your candidate, it is better to fill in the candidates reg form in 5 calls not 1, as you will get to know the person more.
If you fell there is something wrong or they are holding back, your probably right, speak to the candidate about it and be frank.
Only work with people you think are good candidates.

2, Prep the Pitch
Write out your verbal sell for on the phone also write your sell for going on e-mail, look for three strong points to sell, if you are struggling to do that, that should be a flag to you.

3, Working Location
What distance can they drive to a job, what about trains or tubes, 1 hour is a good marker.
Make yourself a map and add 30 minutes to what ever they have said to be safe.
Time after time candidates say no to a distance, then change their minds when a “dream company or role comes up”.

4, Company Search
Every relevant company in your working location map should be included, don’t just trust databases, look at were else you can get company information like, yell.com or governing bodies websites as examples.
Don’t miss any out the 1 you miss could be the “yes”.

5, Target List
This will give you your target list which is your calling list, it makes it quicker when pitching to have this done first.

6, Pitching
Sell, sell, sell, if you don’t have any enthusiasm about your candidate why should a client.
Set up interviews on the phone if you can, if not e-mail over the CV and call back, remember some clients will say “send me the CV” just to get you off the phone, don’t let them, qualify before.
As a rule of thumb if you have called a client 3 times with no luck, send the CV anyway with your e-mail pitch, cover your bases.
Never go ahead without arranging your TOB / T &C.

7, Call Back for Client Interest
For ones you didn’t arranged a time and date to call back on, 24 hours should be about right, call back and get your feedback.
If the client is not interested in the candidate why?
This information will let build a better picture of your clients.The client is interested then take down the job description from the client, also bear in mind do you have anybody else that might be good for this.
You now have a job to work as well.

8, Selling Jobs to the Candidate
Write out the main selling points and pitch the job or jobs you have come up with, if you have not taken enough information from the client you will not be able to sell the job properly.
Any positive feedback you had from the client is worth throwing in here, flattery never hurts.
Same again with selling, if you don’t believe they won’t ether.

9, Candidate job Feedback / Interviews
If the candidate is not interested in the role, why?
If they are interested, set up the interview, the couple of calls back and forth between the client and candidate getting times and dates extra can be used for extra selling, save a few points for this.

Go to the recruitment cycle from the 1st interview.

If your wondering when the best time to do something is, the answer is always NOW!