Never Shortchange Your Prep
The prep and debrief you conduct for your candidates and clients can separate you from your competition and will result in you making more placements. These two processes help you package your candidates to beat out their competition.
Three Vital Elements Needed For An Effective Prep
• Thorough knowledge of the candidate, their strengths, weaknesses and hot buttons which will enable them to go through the trauma of change
• Total understanding of the specs on your search or assignment including company culture
• Knowledge of the interviewing format, style of the interviewer, forms to be filled out, questions asked from prior debriefs
There Are Two Parts To A Prep
• Job specifics
• How to interview to get an offer, each part of the prep takes 15 minutes, never take shortcuts during the prep process. This is where you differentiate your candidate from their competition.
Part 1 – Job Specifics
Candidate is given the basic information:
• Company address
• Contact name
• Directions
Review duties of the job one by one. After each duty, ask the following three questions:
• “Have you done this before”
• “What experience do you have that qualifies you for this responsibility”
• “Would you enjoy this as a function of your position”
• Once you have reviewed the responsibilities of the job, ask your candidate if they have any concerns or questions. It is better to uncover Red Flags prior to the interview
You then ask the most important question of Part 1
“Does this sound like a position you would accept today, if an offer would be extended to you?”
The hard part:
Now you must keep quiet and wait for their answer. If it is any answer but yes, go back and deal with the problems and/or issues. If there are sound reasons they would not accept an offer, save yourself the grief and cancel the interview.
Part 2 – How To Interview To Get The Offer
An interview is an audition; not a fact finding mission. Teach your candidates not to attempt to decide if they want the position during the interview. They must put what they can offer on the table.
• Review the entire process, application form, how many people, how many interviews and so on
• Role play; ask specific questions; listen to the answers and modify where necessary
• Always review reasons for leaving positions
• Close on money
• Assist them with five questions that reveal priorities of the interviewer
• Inform them of the hot buttons of your client
• Stress the importance of feedback
Master your ability to conduct a proper prep and you will make more placements and increase your income. If you enjoyed this training, please look up to the upper right hand corner and enter in your name, email and phone number and join us on our next webinar entitled “How To Start a Staffing or Recruiting Business in Today’s Economy”!