W1 D2 Flashcards
The 10 Steps to find candidates
Our database Advertising Job Boards Online Networking FOJ/regen referrals proactive candidate acquisition user groups/forums trade expos/events marketing mails
Ad Structure
Title
POSITION – PRODUCT – LOCATION – SALARY/RATE – SELL
BODY
Repeat ad title – Should be the first line
Introduction – Sell the opportunity, make it stand out and briefly say what we are looking for
Role & Responsibility – Give details about what the role actually is and what they will be doing on a day to day basis
Requirements – Describe what you are looking for in a candidates skills, experience and personality
Sell the position – List company USP’s, details of the bonus, contract length and career development opportunities
Next Steps – Include your contact information & how candidates should apply
Enter your ad footer – Be sure to enter Your Product or Brand specialty
BOOLEAN
A OR B
A AND B
A NOT B
10 second rule
Press ‘Ctrl F’ and search for your product
Read the surrounding sentences containing your product
If they have experience with your product call them
If they do not have relevant experience move on to the next Candidate
Hands off list
It’s a list of the top clients that we work with that you can’t contact or headhunt from
The hands off list has been put in place to protect our relationships, avoid fines and keep in line with agreements set with our clients
Do not contact either the client or any of their employees under any circumstances. Before calling someone, check they do not feature on the list
PART 1 INTRODUCTION
STRUCTURE OF A SALES CALL
Intro
question
gain flexibility
look for bad news
sell
confirm
close
PART 1 INTRODUCTION
FRG Intro
Hello this is… Calling from… We are the… I represent / specialise… Reason for calling…
PART 1 INTRODUCTION
REASONS FOR CALLING
Proactive
“We don’t wait for jobs to come in before we call candidates, we take a proactive approach, keeping your profile up-to-date so when a role comes up we know if it matches your needs…”
Candidate Qual
“I received your CV/Resume in response to the advertised Developer role. I’m shortlisting candidates for a high-profile project. How well does this opportunity match your current job search…”
Regen ctd
“The last time we spoke you mentioned that you had recently found a new role. I wanted to catch up with you today to find out how well you are settling in at your new company.”
Build rship
“It’s been a few weeks since we last had a conversation, I wanted to follow up on your current situation…”
PART 1 INTRODUCTION
OPEN QUESTIONS
Tell me what you do on a day to day basis?
What‘s prompting you to look for a new role?
What are you hoping to achieve by changing roles?
What qualities are you looking for in your next employer?
What would you change about your current role?
If you were looking, what type of role would interest you?
How active is your job search?
How long have you been looking?
What would tempt you to look?
PART 1 INTRODUCTION
TONE
Warm Upbeat Clear Professional Controlled
PART 2 QUESTION
Question Types
OPEN
Used to encourage a longer answer
Typically begin with Why, How, What etc
DIRECT
Used to gain a specific answer
Similar beginning to open
CLOSED
Used to get a yes/no answer
Begin with ‘do’, ‘is’, ‘are’, ‘can’, ‘would’
LEADING
A question that prompts or encourages the answer wanted.
Any opening, it is the content of the question which leads
What challenges have you faced finding Salesforce staff?
PART 2 QUESTION
Soft Commands
Ensure an open question is not asked in a closed way
Describe to me
Explain how
Tell me why
Outline for me
PART 2 QUESTION
POSITIVE ATTENDS
Positive attends are verbal signals you use to indicate to a client or candidate that you are genuinely interested in what they are saying and have listened before asking your next question.
Thats cool
Right ok
Wow
Oh..
PART 2 QUESTION
Uncovering Needs
Funnelling
Effective funnelling will ensure you get the needs behind the facts. Accepting the first answer often means you do not fully understand your candidates and client’s priorities.
This technique will determine whether or not you sell effectively as it determines what you are selling to!
Why is that important to you? What value do you place on that aspect? What would this mean for you? What would this allow you to do? How would this impact you? In what ways would this improve your prospects?
PART 2 QUESTION
Candidate qualification
When doing a candidate qualification it‘s essential to understand fully a candidate‘s reasons for leaving – without that you won‘t start to understand the NEED.
Main Experience Reasons for Leaving Consequences of not finding the right role Role they‘re looking for Location Salary & benefits expecations Willingness to travel Counter offer discussed Interview leads Manager names Team sizes at different sites References Referrals Other agencies they‘re in touch with Exclusivity
